Resumes (CVs) and Cover Letters are important.
However it’s from the interview where most businesses will make a decision on who to hire.
An applicant has the opportunity to shine or destroy their candidacy at the interview, and an employer has to decide after the interview who should fill the position.
So for the employer, it stands to reason that the interview has to be done properly in order to make the best hire.
Consider the following:
• Ask Easy But Direct Questions
The internet has now made it easier than ever to prepare for job interviews. Some questions eg, “Tell Me About Yourself” still have their place, but you have to make sure you’re also integrating questions they may not have prepared for in order to ensure they’re not reiterating knowledge that may have been sourced or practiced.
• Establish A Formal Process To Enable Fair Evaluation Of All Candidates
This is essential to allow every candidate an equal opportunity to get the job. Sometimes emotions can influence the interview process. Some candidates may excel over others when there no formal procedures to analyse applicants is in place. Not everything has to be fully objective, but there should be some type of objectivity component, like set, mandatory questions and a panel analysis strategy. Remember, statistics have shown that an applicant only reveals about 20% of their personality in an interview process.
Consider having a workplace trial for a few hours or even a day – this way their full potential or limitations may be highlighted more appropriately.
Try to have more than one person interviewing a candidate. Have an interview strategy (with a list of pertinent questions) in place to make sure that you’re being as productive as possible in the interview, and finding out all of the information you need to know with no wasted time. Do not repeat questions.
• Failure to Sell the Company
You also have to remember that you’re not doing the employees a favour by hiring them. They’re the ones doing you a favour by working for you. That means that you have to try to sell your company to them – make them want to work for you.
Although many people will take a job when the opportunity arises, those that are excited to work for you will commit, and those that are not will continue their job search even after they’re hired.
1.Pay attention in the interview process. Sometimes it is body language rather than perfunctory answers that give you the best insight to the candidate’s suitability.
2. What were the best things that happened or information that was sourced in the interview process?
3. What could be better? Are there certain attributes that you require that were not displayed?
4. Never compromise when choosing prospective staff – make sure they have the skills, the aptitude and the attitude to perform those necessary skills.
5. And on a final note – if they have the right ATTITUDE, the skill level of most employees can be fine – tuned to those that you require for a role to be performed. Skills can be learned, Attitude cannot.
If you are a current subscriber to our online manual, we also recommend the following documents for additional reference:
EMP-INF-004 Maximising the Potential of an Interview
Article to assist in interviewing future employees.
MGR-PFA-025 Interview Guidelines and Referees
Questions to assist with interviews
MGR-PFA-027 Checklist – Avoid Discrimination during the Interview Process
Checklist – Avoid Discrimination during the Interview Process