More Tips For Interviewing Candidates.
To make smart hiring decisions, you have to know what to look for.
"In this marketplace, where there are more people looking for work than there have been in the past, one challenge is there are so many applicants for jobs and so many resumes coming through that it can be somewhat overwhelming," This, according to a recent article in Talent Management online.
By not hiring the right person for the job, you run the risk of poor or subpar performance, which may not only impact your bottom line, but also is likely to have a negative effect on other employees.
It's a challenge for internal staff if the wrong person is hired and subsequently doesn't work out - it means that workload piles up, and in many cases there can be morale issues or issues internally with team members not getting along.
"Since most executive interviewers [and others] come to the task unequipped, unprepared, and unenthusiastic," says Fast Company magazine, it's critical that you take the necessary three steps to ensure the best long-term hires.
First. Build a component into the interview process where candidates must elaborate on past experiences and past performance.
Make them think on their feet by asking, "How did you handle an irate customer?" "How did you do XYZ?" Not so much the hypothetical or the "How would you?' It's "Give me an example of a time when ..." that gives a real-life example. It makes a person think about a specific example - what did they do, how did they get there and what was the outcome or overall resolution? Or stated another way: What was the problem, your solution, the quantifiable result or outcome?
Second. Tap into a candidate's references to secure an accurate portrait of the individual's professional capabilities.
People can make their resumes look a number of different ways to reflect experience and accomplishments. A reference however is a true presentation of how a person performed in his or her job[s]. Dig deep with questions [such as], "If you had the opportunity to hire this person again, would you?" That is a telling question - even if the person hesitates in responding or has a hard time [answering], that's an indicator there might have been a concern there."
Additionally, asking the reference to describe the candidate's strengths and weaknesses or areas of opportunity is also a helpful technique to determine a good fit.
The Third factor that can play into a hiring decision deviates from qualifications and focuses on a person's general outlook toward work and life.
Make sure the person is enthusiastic, has a good mindset, and is optimistic but realistic. Probably more so now than ever before, it's easy to get beaten down, particularly when looking for work, so it's important to look for individuals who can stay positive but still be honest and acknowledge what their challenges are.
In return, if you and your business are in a hiring mode, you need to be realistic about your company culture and honest about what would be expected of people if they were to be hired.
Federal and state laws may preclude you from asking certain questions during an interview. This article is designed to provide general information and is not a substitute for legal advice.
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