To make the most of your hiring process, you need to gather as much information as you can about a candidate in a relatively short amount of time with them. You need to focus as much on your actions during the process as you do on the information potential candidates provide you.
What do you want to hear?
Prioritize what skills are most valuable to the open position. Make sure you know your needs and what would be expected of the candidate you are seeking. Discuss with others within the organization to assure everyone is on the same page regarding expectations of potential candidates.
What aren’t they telling you?
In a world dominated by the internet, you should be doing some detective work on candidates before an interview. This doesn’t mean searching out all the “dirt” you can find. Instead, there is a lot to glean from someone’s hobbies, interests and community involvement.
You can also use a candidate’s resume as a tool to gather more information about them and their potential fit within your company. Prepare questions in advance that are based on information provided on their resume. This will help you gain as much information as you can about what each candidate is bringing to the table.
By doing your homework and preparing questions for each candidate, you will be able to focus on getting the information you need during the interview.
Skills vs. job fit
If you are bringing someone in for an interview, you probably have a good idea of their skill set. You will focus some of your interview time on talking about skills; however, the conversation is your opportunity to find out what type of person a candidate is and whether they will be a good fit for your organization.
Learn about what kind of work environment they work best in and what type of environment they may struggle with. Find out what motivates them and what they are passionate about in their career. Do their values align with the values of the company?
Actions speak louder than words
An interviewee will tell you as much as they can about why they are a good candidate but, the real test is to see their work. Give candidates a task to complete that resembles what they may be asked to do if hired. This gives you an opportunity to see if a candidate’s work is up to par.
Be a good listener
Let your interviewee do most of the talking. By doing your bit ahead of time, you should be able to focus most of your energy during the interview on what a candidate has to say both verbally and through body language.
Consider the job description again
Once you have concluded your interviews, go back and reexamine the job description. Someone who may have made a great first impression might not align with what you are truly looking for to fill the open position.
At Thompson Technologies, we help our clients find the talent they need. Please contact us today to find out how we can help your organization find best-fit talent.