Written by Guest Author | November 27, 2014
It’s easy to lapse into asking the same old routine questions during an interview. After all, you’ve possibly done this a million times before as a hiring manager, and you may have even had decent results so far.
Although relatively recent industry developments like talent management software may make hiring simpler, even they will never replace the most probing and effective interview questions.
Every question that you ask should be aimed squarely at identifying whether the candidate is the right person for the job. Here are our tips for making that a bit easier.
Interviews shouldn’t be done for the sake of it
Are you only interviewing certain people because you feel like you’d be discriminating against them otherwise? You should never interview an otherwise unsuitable candidate simply because you feel like you ‘should’.
By being more precise about the minimum job-related requirements in your recruitment advertising, and even possibly using pre-interview questionnaires, you can narrow down to only those candidates who really are suitable.
Scrutinise those CVs
Never request someone’s attendance at interview before first carefully assessing their CV. The candidate’s CV should be complete and informative, with no unexplained gaps in their employment history, but nor should it contain fluff or be irrelevant to the position that you are hiring for.
It’s a great sign, too, if the candidate’s CV shows steady progression in job positions over time.
Finally… ask the right interview questions
Oh, and we can’t possibly overlook the interview questions themselves. Given that you won’t get another chance to properly assess the candidate, not a single question should be wasted. You should ask behaviour-based, open-ended interview questions that produce insightful answers rather than merely “yes” or “no”.
Must-ask questions include, of course, “Why are you interested in this job?” and “What skills and strengths can you bring to this company?”, which will force the candidate to show genuine passion for your vacancy, organisation and industry.
It’s also advisable to ask the candidate how their last job went, keeping an eye out for any negativity that may have arisen if they were let go. You should also ask them about their plans for 3-5 years into the future – do they intend to settle with one company, or is there even a hint that they may consider changing jobs at some point?
Finally, you’ll want to know that the candidate has researched your company and is genuinely interested in what you do. That’s why it’s a good idea to ask them how you could improve your existing products or services. Don’t expect intricate detail here, but at least look for some level of interest.
By both interviewing the right candidates and interviewing those candidates right, you’ll increase your chances of landing the right person who will contribute to your company in the long term.