How To Interview Your Candidate

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Finding the right candidate isn’t possible without conducting an interview, but too many hiring managers are untrained and unprepared on how to properly structure an interview.  A well-designed interview evaluates the candidate’s technical knowledge and interpersonal skills as well as their ability to perform in day-to-day and mission-critical scenarios, and it starts before the candidate ever sets foot in the door.  Not sure if your interviews are up to speed?  Read below to find out how to set up a great interview, and reach out to FindersKeepers Talent to help with all of your recruiting needs.

 

Before The Interview

 

  • Review the resume beforehand and plan on what should be covered during the interview.  Look for highlights in their work history or certifications that would be beneficial to the role so that they can be discussed with the candidate.  Check for any anomalies, such as frequently changing jobs or long gaps in employment, so that these can be discussed as well.

  • Create a comfortable environment.  Have water available, and provide an opportunity to get up and walk around if there are multiple rounds of interviews, potentially even ordering food if it will go over four hours  It can be hard to show enthusiasm for a role after hours of back-to-back interviews on an empty stomach.

  • Determine if anyone else will be a part of the interview.  If the role is expected to coordinate work with another team, it may be worth it for a representative from that department to also interview the candidate as an advisor.  

  • Prepare a list of questions that the candidate must answer before the interview.  These questions should be relevant to the tasks and projects that the role will perform. Also include questions about high-pressure situations and crises to understand how they react under pressure in order to create a clear picture of the candidate’s potential.

 

During The Interview

 

  • Remain professional.  A quick comment about the candidate’s college football team is totally fine; inquiring about their dating life, kids, or religion are all off-limits.  

  • Ask the same prepared questions to each candidate.  Since these questions are vital to the role’s success, it’s important that each candidate gives a response.  If questions are ignored, it makes it more difficult to evaluate multiple candidates against each other.

  • Always get an answer to questions. It’s not uncommon for a candidate to avoid giving an adequate answer to a question.  It could be due to misunderstanding the question, segueing into a different topic, or not feeling comfortable providing a response.  Don’t be afraid to steer the conversation back to your question or re-state it altogether by being polite but firm.

 

After The Interview

  • Give the candidate time to ask any questions they may have.  The interview is a two-way street, and the candidate needs to feel comfortable with the role as well in order to truly be successful.  Provide answers to any questions or concerns they may have, and pay attention to what the questions focus on. For example, a candidate that wants to discuss growth within the company is most likely interested in their own career development and promotion.

 

And that’s it!  With the right preparation, interviewing a candidate is an insightful  process that will pay dividends by helping you find the right talent to help your business grow.

 

If your business needs help getting better at interviews or finding the right candidate, reach out to FindersKeepers Talent.  We help great businesses build great teams.

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