The reason we have put this together is to assist YOU the employer on techniques, tips and support to conducting your next interviews. It has been bought to our attention too many times, when a REJS candidate go along to an interview we have confirmed and arranged to find the interviewer has no idea on the role or how to interview. Good Interview techniques on your next hire is a must. Your business needs to know how. The not knowing how or having the wrong people interviewing can affect your brand, you business and your next hire.
The reason people are hired is to satisfy specific business needs. A positive return on the transaction is realized when the person quickly and effectively solves your business problem. The better the person hired, the greater the return.
And, when a hiring mistake is made, the cost can be off the charts both in terms of time and money. Your investment. And that is not to mention the personal anguish you suffer.
Everyone in a management position should learn how to interview and understand Interview Techniques and how to select your next employee. Trial and error doesn’t work so it is best to read on and discover there are ways to learn how to interview.
“10 Tips to assist your next hire”
The interviewing techniques used can be the difference between hiring a star and making a horrid mistake. With the right information and tools, great hiring decisions are made. Let’s take a moment to go over ( 10 ) tips to help you with your next hire and interview process.
1. Interviewing Problems to Avoid
There are numerous things to avoid to effectively hire new employees.
Being unprepared. Without a process, a format and a plan, the odds of hiring good employees aren’t great. Too many people just “wing it” when it comes to hiring. This never works well.
Asking the wrong questions. Most of the data obtained in the hiring process comes from the interview, of course and the resume that has been supplied. You can only obtain good information if you ask the right questions. See the best interview questions article for a full discussion.
Jumping to conclusions. Too often decisions are made within minutes of meeting the person. The decision is made with very little data. To be effective, withhold making the decision until as much information as possible is gathered. This includes who to call for references, what qualifications to they hold and are they current.
2. Define Success
What does the person need to accomplish to satisfy the business need? How does the person need to behave to deliver the results the right way? These are two questions that have to be answered before interviewing. This information helps to build a profile of the successful person.
Think of the profile as the road map. It is a template of the successful person. Armed with this information, work through the rest of the process confident you are moving in the right direction.
3. Know The Purpose
This sounds strange but most people go into the hiring process without a clear purpose. Of course you want to hire a person but that is not specific enough.
The real goal is to hire a person who will be successful in the job. To be successful they need to satisfy a specific business need and accomplish the results in the right way.
The best way to achieve this result is to have the focus interviewing to be predicting success. At the end of the process, if you can answer whether or not the person will be successful, then you have met your goal.
4. Use A Structured Process
The only way to develop skills at hiring is to adopt a proven interview process and implement it consistently.
Following a proven, consistent interviewing process increases your odds of making good hiring decisions. Implementing a process in your organization is the fastest way to improve hiring. This gives you an opportunity to benchmark on the way.
5. Screen To Save Time
Screening candidates saves time. The effort put into reading a resume and conducting a phone interview saves a tremendous amount of wasted time. There is nothing worse than investing interview time in a candidate who has no chance of getting the job.
A good screening process helps filter through the candidates and saves time in long run. Using a Talent / Recruitment specialist this will be done for you.
6. Ask Effective Questions
No list of interviewing techniques is complete without a discussion of interview questions. The single biggest barrier to hiring great employees is not asking the right questions.. There is a lot of misinformation on the subject that gets in the way. Don’t just talk for an hour about you.
The two most important types of questions to ask are factual questions and action questions. Interview questions should require a factual answer. “How did you source new managements? What software did you use to during this position?” These are examples of factual questions.
Action questions require the person to share what they did. They have to describe behaviour. “How did you overcome the increase of rental to the tenant that was not happy in this situation? How did you handle the situation when the tenants were in arrears.?” These are examples of action questions. In many of my interviews over the many years of recruitment I have always used the STAR process, tell me a time of the situation, task, action and result. If you can use this in all your interviews you need to ask at the interview – Tell me a time of when this situation happens, tell me what the task was, tell me the action you did and what’s was the result or the outcome. Use the star approach it helps you get a full description on a situation they have managed.
7. Control The Interview
Controlling the interview means getting the information needed in the time allotted. It is important to get the information needed as opposed to the information the candidate wants to share.
The best way to control the interview is to ask effective questions. The better the questions, the better data gathered.
Ask specific questions that require the person to give factual, behavioural answers and you will control the interview. I would suggest you make a commitment of time you want the interview to go for. Eg: at the beginning of the interview let’s say you mention to the candidate this will be 45 minutes. Keep an eye on the time and close the meeting or interview just before the time to allow them to ask any questions. Always close the interview on what your next process will be and when will they be notified on job offer or decline.
8. Validate Your Data
The better the data, the better the hiring decisions made. Apply many techniques to add and validate the data. Always request them to bring along their qualifications or certificate number. Make sure prior to the meeting or interview you already have the person to call for reference checks Reference and background checks are normally completed by your Talent Recruitment specialist or you may have chosen to do these yourself. Make sure you have confirmed authority to call the references. A recruitment specialist will always have a written authority to call references.
9. Base Hiring Decision On Facts
Too often, a discussion of interviewing techniques skips over the decision-making process. It is very easy to let impressions and biases influence hiring decision. This is a recipe for disaster. The more factual and behavioral the data, the better the hiring decision.
Asking effective questions and using all the validation steps provide you with a wealth of DATA. The more good data, the easier the hiring decision.
10. Keep It Legal
Hiring employees is an area that can get you in all kinds of trouble. All interviewing techniques need to meet legal requirements.
Keep inquiries job related. Stay out of people’s private life. Focus on work related behaviours. Explore how the person handled the same or similar situations to those they will face on your job.