Great news! You have an interview arranged for the perfect candidate. But as we all know from past experiences these interviews don’t always go as planned. Although the right experience, work ethic and personality are the underlying asset we cannot dismiss, this is far from the only thing that you need to consider. So here are a few helpful (hopefully!) interview tips to help you to ensure you are hiring the right person:
- Are they reliable? First and foremost this has to be the most essential part of any employee we trust with our business; let’s face it; it’s like having a fire alarm with no batteries. If it’s not going to work when you need it it’s nothing but an ugly space on the ceiling. So ask yourself, did the last unreliable person you hired arrive to their interview on time, well presented and prepared with research on your company, the position they’re applying for and their own questions for you? Remember there’s a lot more to reliability than just showing up on time.
- Did they arrive to the interview on time? This is a no brainer. Everyone knows that turning up to an interview late is completely unacceptable so there really is no excuse. Alright, there CAN be ‘unforeseen circumstances’ that are completely unavoidable which, I guess, can be considered acceptable excuses. But people are usually late for interviews due to poor planning. If your candidate is late and not been in touch before they arrive with an exceptional reason, what’s to stop them doing that on a daily basis?
- How do they present themselves? This point isn’t all about being suited and booted as different jobs allow for different levels of dress. But first impressions mean everything and if your candidate hasn’t dressed for the job they’re interviewing for it’s generally going to be a downhill slope from there.
- Have they researched your company and the position they’re applying for? In my experience, the successful candidates are usually the ones who go out of their way to research not only the company they’re interviewing with, but also the position they’re applying for. I believe that no matter how impressive the candidate, you must always ask them their thoughts and their knowledge on these two points that are specific to your company. If you think about it, how can we expect anyone to make a long term commitment to something they know nothing about?
- Have they prepared questions for you? In case you’re wondering, yes, I am literally just relaying the points made in my first point about reliability – I told you there’s much more than just turning up on time! To me, a candidate asking questions to their potential employer shows they have a genuine interest in the role and seriously consider themselves in that position. Don’t be afraid of candidates asking both simple and tough questions. It’s a good thing that they are trying to find out more and taking an interest in what is a big decision in their working career. Not only are they interested, the chances are they’re also figuring out if they actually want you as an employer. Interviews are always a two way process.
In addition to analysing their interview performance, there are many things you can do to ensure you’re hiring the right candidate.
- Focus on their future potential. Don’t be narrow minded. Soft skills like interpersonal skills, communication skills, thought processes and emotional intelligence matter just as much. Hard skills can be learned.
- Check their social media. Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. How that person behaves on social media is a good indication of what kind of person the individual is and how your prospect might fit into your company’s culture.
- Fit personality to the job. What kind of person you hire depends on the company culture and the kind of job. A great person with all kinds of skills may be a good fit for one and a poor fit for another, just based on their personality type. And just because a person seems like the right fit for your company, doesn’t mean that person is the right candidate for the job(s) you have open. You have to make sure that the employee you hire is up to the job.
- Be honest. It’s important to be open and honest about what it’s going to be like to work for your company. You want to give a realistic preview of the work environment, this will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them and that’s just as important.
- Get them to meet the team. Another tip is to get your employees involved in the hiring process. To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with a few staff members individually. If a few employees have concerns, it’s likely they aren’t the right fit for the team.
- Ask the right kinds of questions. Questions that can tell you a lot about a candidate’s drive and ambition are important in helping you understand how the person thinks, and whether or not your prospective employee will grow with your business. Questions like; who are you going to be 10 years from today?, why do you work? and what makes you get up in the morning? are thought inspiring and insightful.
- Don’t judge a book by its cover. It’s easy to write off candidates based on their appearance, but it’s more important that you consider how well they can do the job and if they’re a good fit in other ways. When you’re making hiring decisions, it’s important to think outside the box. You never know — candidates who fall outside the lines of your requirements may still be the perfect fit for your role.
I hope this can help you on your quest to finding the right candidate for your company. Here at IC Resources we believe in finding the right candidates for your needs not only with working experience, but personalities to ensure the best possible partnership.
If you’d like to get in touch, please contact me – firstname.lastname@example.org or you can visit our site here to find the right people for your requirements; www.ic-resources.co.uk
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