Evaluating candidates in the middle of their hiring process is not easy. You can use several techniques of an interview to assess their suitability for the job. Some of these interview techniques are as follows:
- Asking the right questions
- Using different formats to test their skills
- Have an effective pitch
- Check your biases
- Ask other recruiters for help or advice
Crafting Compelling Interview Questions
Interview questions are one of the best means to assess a candidate. If a recruiter has the right set of queries, they can use them to check an applicant’s suitability. You can use these types of interview techniques to find out if a candidate has both skills and aptitude for this job:
- Ask behavioral questions and give them hypothetical situations to understand their thinking process.
- Avoid repetitive or standard questions while interviewing them. Your questions should be unique enough to expose their shortcomings.
- Look for people with a refreshing perspective towards this job role.
- Frame interview questions to understand their skills align with the job requirements.
Experimenting with Different Interview Formats
There is no fixed method to take an interview. You can use both unstructured or structured interview methods to assess a candidate.
Unstructured interviews can create a more relaxed atmosphere for both interviewer and candidate. But they aren’t efficient for testing them. There are no probing questions or simulated environments to assess your candidates’ responses.
Structured interviews allow more freedom for recruiters to check applicants on fixed parameters. The interview processes follow specific patterns and the rating methods are also standard. They are a better indicator of how a candidate will perform in an actual job environment.
Preparing the Pitch
Candidates are not the only ones evaluated in an interview. Interviewers have to sell their company and the job role to attract the right sort of applicants. They must prepare a well-drafted pitch for job seekers, which includes the following:
- The vision and mission of their organization.
- Plans for expansion and diversification
- Initiatives to support their employees through personal or professional challenges.
- The vital role that this job profile plays in achieving organizational goals and objectives.
- Scope for a candidate to express their capabilities within the job role.
- Contribution of this job profile in the organization’s success story.
- Wellness initiatives to boost employee morale.
Keeping the Biases Aside
Every individual has their own set of biases. But it is important to challenge them, especially while conducting interviews. These steps will help you counter predetermined prejudices while interacting with candidates:
- Identifying your biases through self-reflection and consulting trained specialists.
- Learn more about specific events or triggers that activate your biases. This will help you address and nullify them over some time.
- Prevent irrelevant information from clouding your judgment during interviews. If something doesn’t affect a candidate’s performance, then it shouldn’t prevent their selection.
- Never make snap judgments about candidates. You must make a hiring decision only after going through a comprehensive evaluation process.
Knowing When to Seek Advice
It is essential to seek help from experienced recruiters who know how to take an interview. You can also read several interview technique-related pdf books for more clarity. It can help you in the following situations:
- Reviewing possible interview techniques and questions to gauge their effectiveness. It will help you refine your skills.
- Conducting mock interviews to perfect the art of probing your candidates. It will give you more confidence during the actual process.
- Attend training courses to learn more about how to interview job seekers. Learning new skills is always a good thing.