Hiring is an expensive business, especially if you hire the wrong candidate. In a worst-case scenario, hiring the wrong person can also lead to reputational damage and loss of clients.
Today’s article offers some tips to help you find the right person for the job!
To ask the right questions through the interview process, you need to ensure that you have clearly defined roles and responsibilities for the position you are advertising for. Make sure that the job title is also specific and concise and not using generic terms or jargon. Include the salary band and benefits. A recent survey of US jobseekers demonstrated that 55.8% emphasised the importance of having information on salary range and benefits detailed in job descriptions.
Establish a framework for the interview and a set of appropriate questions in advance. Include some behavioural questions, such as “Give me an example of how you have worked effectively under pressure” or “Tell me about a time there was conflict within the team and how you dealt with it”. This will help to provide some insight into the candidate’s character and problem-solving capabilities.
If the candidate says something that piques your interest, do not be afraid to deviate from your list of questions to delve a bit deeper. Unstructured questions can help you assess the candidate’s cultural fit by evaluating their communication skills, body language, and enthusiasm.
Thinking about the next question or note-taking can distract you from what the candidate is saying. Active listening skills is an art that needs to be practised. If you need to make notes, try and wait for the candidate to finish speaking so you don’t miss a key comment or statement.
Interviews can be a nerve-racking experience, so candidates’ fidgeting or talking quickly is typical! However, look out for other nonverbal cues, such as does the candidate appear confident? Are they making eye contact? Do they seem engaged in the conversation? For example, leaning forward demonstrates an interest in the conversation.
There is no definitive answer to finding the right candidate but assessing the candidate on their cultural fit and personality, in addition to their experience, will undoubtedly help. It’s also vitally important to be aware of what not to ask. Asking the wrong questions can lead to claims of discrimination. It may seem obvious but questions not to ask include:
Interviewing isn’t an exact science, and you should always be aware of your unconscious bias. Therefore, we recommend that other colleagues are part of the recruitment process so there is additional input into the decision-making process. However, it is also worth keeping in the mind the old adage “if in doubt, don’t hire”. Chances are, if you walk out an interview with mixed feelings, then the candidate probably isn’t the right fit for you or your business.
If you need any recruitment support, Vero HR offers a range of HR services to meet the needs of your business. Please do not hesitate to give us a call on 01733 830830 or email us at enquiries@verohr.co.uk.
