These Interview Tips Will Help You Make the Right Hire

Interviewing can be just as nerve-racking for employers and their team as it is for job candidates. But the good news is: With the right preparation, you can ensure that the process runs smoothly and results in a “win” when it comes to landing the talent you’ve been looking for.

A good way to develop an effective interview strategy is to break it down into stages, from the start of these all-important conversations to the conclusion:

Phase One: Be Prepared

Plan ahead, so you know exactly what you’re looking for.

Create a blueprint, starting with specific questions to be asked by all interviewers. Also, be sure everyone is prepared for questions a candidate will likely ask. But don’t make your plan overly rigid. Allow for some spontaneity, especially as your team members learn more about a potential hire.

Phase Two: Get the Conversation Started

A successful interview is all about connecting with a candidate. So, try to find something in a person’s resume to do this. For instance, did they attend the same school as you did, or do you share a common hobby or interest?

Hint: If you can’t find that common denominator, no worries. Greet your candidate with a smile, make eye contact, and do whatever it takes to establish initial rapport and make them feel welcome.

Phase Three: Get to Know Your Candidate

Once you have the conversation rolling, it’s time to get to know your candidate better and gauge their competencies, motivation level, and the unique traits or experiences that set them apart.

A great question at this point is, “What makes you good at what you do?” This should lead an applicant to discuss their skills to ensure that they align with your expectations.

Dig down into specifics. This will enable you to gauge how a person’s skills would play out in real-time. Encourage them to share their uniqueness. What do they bring to the table that no one else does?

Phase Four: Find Out How a Person Works

A candidate’s work style is critically important. You need to know how they prioritize and manage time, if they prefer to work independently or with a team and what exactly that style looks like.

Ask how a candidate solved a problem at work. You’re looking at not only their thought process but also their teamwork and communication skills.

Phase Five: Finish Strong

Hire with retention in mind. Ask, “If you were successful in this job, what would your next step be?” This way, you can make sure an individual is someone who wants to grow with your company.

Outline the next steps. Tell your candidate when they can expect to hear from you – and stick to this timeline or let them know if anything changes.

Answer any questions an applicant has.

Document everything of significance. Even when writing about a strong candidate, include any doubts or weaknesses, as well as strengths.

Do you need more reliable hires or a stronger process to achieve this goal, including an effective interview road map? Let the hiring experts at PrideStaff Fresno help. Partner with us to not only source desired talent but close the deal, so they opt to continue their careers with you versus your competition. Contact us today to learn more.