A Quick Guide To The Power Interview
Job interviews are renowned for being stressful for the interviewee. However, they can be equally, if not more so, stressful for the interviewer. Each hire costs an employer time, energy, and money in areas such as recruitment, training, and orientation. Get it wrong, and the hiring process starts all over, and those expenditures were entirely wasted. Translation? Getting an interview right is a crucial facet of any business’s operations. Here is a quick guide to the power interview to help ensure the right candidate is selected.
Know What To Look For In An Employee Based On The Job And Company’s Attributes
First and foremost, employers should clearly define the position they’re hiring out. Will the prospect need to be an independent thinker, for example, who can self-start and use creativity to get tasks done, or will they need to be more of a team player with a focus on excellent communication and interpersonal skills? Knowing these ins and outs of the position will be vital in hiring the right type of candidate.
Aside from the role being a vetting tool during interviews, the business itself should guide what to look for in the ideal employee. Determine if the candidate is:
- Engaged, knowledgeable, and passionate about the brand, products, and niche of the business.
- Eager to either stick with the tried and true of traditionalist employers or be part of the innovative moves made by cutting-edge employers.
- Willing to take on leadership roles or directives from leadership roles.
- Correctly motivated in applying to this specific company for this specific job.
The Right Interview Questions Are Key
A business hires a customer service rep with an impressive work history of customer service and excellent oratory skills. He was so impressive on paper and in person that they didn’t even think to ask how his written communication skills played out. A month later, the company realizes they made a huge mistake when the new hire is a complete dud for the job because he can’t type an intelligible paragraph for a company that handles the bulk of their customer service via email and online representation. This is the kind of mistake the right interview questions can avoid.
The best interview questions provide insight into a potential hire’s communication and interaction abilities, work background, personal attributes and traits, approach to problem-solving, and work safety traits—as they specifically apply to the position being offered.
The best interview questions aren’t yes or no answers, and they don’t give the candidate the answer within the question. If a candidate is asked if they like to work in a fast-paced environment with a tightly knit and diverse workgroup, then you’ve basically only gained an affirmative answer and told them exactly how to expound on follow-up questions. Instead, ask the candidate to describe their ideal work environment, work team, oversight degree, and style for best effectiveness so that you can see if their answers are congruent with the position.
The best interview questions don’t tell the interviewer just what the candidate has accomplished in the past; it shows them how and why. Ask for specifics and examples, such as by asking them to describe a time they’ve had to overcome a workplace challenge or accomplish a workplace goal. The right interview questions are key to ensuring you hire the right fit. So ensure they cover past, present, and future, and work and personal skill sets being brought to the table.
How To Tell If A Candidate Is A Good Fit
When the right questions are asked, it becomes reasonably clear if an employee fits into the role, company, and existing employee base. That said, don’t negate doing research outside the job interview. Use the references provided and ask the same type of open-ended, exploratory questions of the references, not just yes or no questions.
Trial runs and short-term contracts are another option to actually see if what a candidate says and looks like on paper translates into the role and environment at hand.
Don’t forget the power of the internet. More and more employers are looking at a candidate’s social media and online professional profiles for congruency vetting. A candidate can come to a job interview looking, acting, and sounding like a professional who would be an asset to a company’s brand and organization. Then, a look at social media profiles may show that candidate posting racial slurs, downgrading affiliates publicly, or otherwise conducting themselves in ways that would be harmful to the company’s image.
In conclusion, comprehensiveness is the best tip for a successful interview. Look at a candidate’s big picture in fitting into a role and its company host.
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