How to Interview & Recruit a Good Job Candidate
Now if you’re someone who happens to be a hiring manager or recruiter or an hr professional then you’re in luck. This article is actually the fourth of a five-week special series that I’m doing right here on JobWebSa where I’m going to be teaching you how to recruit and hire the best job candidates for your company.
In today’s post I’m going to be sharing with you my top tips on How to interview candidates, well not just how to interview but really how do you determine the amazing job candidates away from the good or the average job candidates.
Now as a recruiter or hiring manager you may actually find that when it comes to interviewing candidates this might actually come very natural to you, maybe you really enjoy asking people questions and gaining insight into their experiences and who they are as professionals.
The big question is that, are you interviewing them in the best way possible where you’re gonna get true insight into what they’re really capable of or asking them questions that are a little bit tricky that will make them nervous and squirm and limit their ability to be able to show you who they truly are.
So today I’ll be showing you the right way on how to interview a candidate so that it’s not only efficient but you’re gonna be able to gain clear accurate insight into whether they are real potential employee for your company. So here’s a checklist of four tips that you wanna make sure you’re doing.
5. Prepare A Questionnaires Prior To Interview
Have at least three to five questions that you want to ask ready beforehand. Never start an interview with, so what questions do you have for me to the job candidate. Good job candidates can smell lack of preparation on your part as a hiring manager right away.
If you start with this question being prepared with targeted questions shows professionalism on your part as a hiring manager and these questions can be anything that you personally feel are appropriate to.
To determine if they are a potential fit for the job and the company you can always start off with the classic tell me about yourself, followed by “why do you feel you’re fit for this position” followed then by can you please tell me about a time where and insert a specific experience or type of experience that you want them to describe to you and then ended off with what we’re aspects of your previous world that you most enjoyed.
Each of these questions have a unique purpose as to why you would be asking them, so you want to determine what that purpose is What it is that you’re looking for in your ideal candidates.
4. Outline Your Expectations
Communicate your expectations, for this person in this position throughout the interview process as a hiring manager it’s easy for you to get caught up with just asking the candidate questions about them their roles and their experiences without revealing very much about yourself the job or the company.
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You wanna make sure that you let the job candidate know what it is that you the hiring manager hopes for this person to achieve, when you explain the goal for this position the purpose for this role. If they’re good job candidate you can see enthusiasm and excitement in their face.
If they’re not you can see that maybe they’re not really looking to contribute or add value to your Organization. Candidates have to show some sort of level of enthusiasm and excitement when you can describe the purpose and the goal for this role.
3. Highlight Items on CV You Want to Ask
When you highlight Specific experiences and then ask the job candidate about them. This gives them the opportunity to showcase to you their value, what they can do for you and what experience they have.
If they have the ability to answer you well by giving you clear details showing clear achievements then you know that they know what they’re talking about and that they have the ability to do your job.
But if somehow you’re asking about specific experiences and they’re stumbling and they’re tripping over their words and it’s not just because they’re nervous but they don’t really know, that is a Red flag.
2. Differentiate Between Nervous and Unqualified Candidate
Recruiters have to know the difference between someone who’s nervous versus someone who has the wrong experience, credentials or is unqualified. One of the things that I find happens with recruiters and hiring managers when interviewing candidates is that they mistakenly assume that when a candidate is nervous, thats automatically means it’s a sign that they are probably not a good fit for their organization.
Candidates might be nervous because of the way that you greeted them and that the way that you are currently exiting your body language is causing them to tense up and not feel comfortable around you.
As a recruiter and hiring manager you wanna give a fair chance to every candidate that comes through the door to be able to demonstrate and prove himself to you. This is because that slightly nervous candidate might actually be a superstar employee who is hardworking and dedicated but you were too quick to dismiss them because they were nervous.
On the other hand if you have done a good job at getting them to feel settled and not nervous and they’re still struggling to tell you what their experience is then that is a Red flag and that is an indicator that maybe they don’t have the right qualifications for what you’re looking for.
Communicate Next Step If Candidate Qualified
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If they seem to be a fit for your company let them know what the next steps would be. Managing expectations is extremely important in keeping your reputation as a hiring manager and as a professional in general. So just simple email will do because it’s common courtesy. There you have it those are my top tips on how to interview your job candidates the right way.