Once you’ve waded through the stack of resumes and selected the most promising candidates, it’s time to start interviewing. The interview process takes time, and the stakes are high – especially if you’re hiring for a crucial position or one that desperately needs to be filled.
While interviews are important, they don’t have to be difficult. Smooth the way for more effective interviewing with these eight tips:
Before the Interview
- Be prepared. Review the candidate’s resume and other materials. Prepare several questions you plan to ask the candidate specifically, based on these materials. Also, review all your interview questions beforehand; just as you wouldn’t give a presentation “cold,” don’t present your company to the candidate “cold” in the interview either.
- See the situation from the candidate’s perspective. Interviews are a conversation; an engaged candidate will always have a few questions for you as well. Consider what questions each candidate is more likely to ask, and prepare potential answers.
- Make sure everyone is on the same page. If there will be more than one interview or a panel interview, meet with other interviewers beforehand to ensure that questions aren’t repeated.
During the Interview
- Use similar questions for each candidate. You’ll want to tailor some questions to each candidate’s specific background or skills. But if you stick to the same basic “script” for each interview, comparing candidates’ answers will be easier when it comes time to make an offer.
- Consider “behavioral interview” questions. Behavioral questions focus on what the candidate has done in response to specific situations in the past. Since past behavior is a strong predictor of future behavior, these questions provide a window both into a candidate’s past accomplishments and into their likely future work.
- Let the candidate know when and how you will follow up. Providing this information helps you avoid losing top candidates to the impression that your company has “passed” on them when you may still be making a decision.
After the Interview
- Interview then, evaluate now. Save your evaluations for a scheduled time after the interview during which you can sit down with your notes and with any other interviewers to share information.
- Follow up promptly – whether or not you have an answer. Follow up by the date given to the candidate in the interview. If delays mean you’re still working on a decision by this date, let the top candidates know that they’re still in consideration and give them an extended follow-up date.
At THE RIGHT STAFF, LLC, our experienced staffing partners can help you find better candidates, perform better interviews, and craft more competitive job offers. Contact us today to learn more about our recruiting solutions in Somerset, WI and beyond!