After years of interviewing a large number of job candidates, many Recruitment Consultants learned the best strategies to help them get right to the heart of who a candidate is and how he or she would work with a team.
By going beyond polished resumes, prescreened references, and memorized responses, learn the strategies these CEOs have developed through trial and error to assist you in hiring more innovative and successful team members.
You can discover what your interviewer is looking for in a candidate if you’re on the other side of the hiring process.
Avoid the following at all costs!
A typical job interview is essentially just a social call with a pre-planned dance. A conference room meeting, a sparkling resume, and the standard inquiries, such as: Where do you want to be in five years? What do you think was your worst mistake? What are your strengths and weaknesses? Add in a little small talk, maybe the interviewer and the applicant know each other from a previous job, and that’s about it. The references are solid, and the possibility seems like a nice fit.
Consequently, an offer is made, and everyone crosses their fingers that everything will work out. Yet, a month later, the new employee misses a crucial deadline or starts to complain about the job. You start to feel guilty about hiring him; there is unquestionably a better approach. You start to wonder if you made a mistake. Following these three rules will help you find the ideal candidate:
- Be creative: all applicants will be prepared to answer the most common interview questions. Learn new ways to truly understand someone else’s views.
- Make it challenging for yourself by placing the applicant in circumstances where they will be more likely to be authentic.
- Request the assistance of your staff. You won’t be the only one working with this individual. You probably already have a group of staff members who will interact with him or her on a daily basis. Their opinions should be respected.
Walk Out of Your Desk!
You can get a better idea of candidates by getting them out from behind a desk and observing how they behave. Remain inside the building as you give the applicants a tour of your business and introduce them to a few of your coworkers. You’ll get a better sense of who they are. Here are a few things to consider:
- Do they actually support the organization’s mission?
- Do they treat everyone fairly, regardless of position?
- Do they ask questions about what people do and how things work?
- Do they appear enthusiastic?
Unusual Meeting Places
Plan a lunch or dinner for candidates. A person can reveal a lot of information about themselves by going to a restaurant. For many CEOs, this is the most important aspect of the interview process.
The most crucial quality to assess in a candidate is consideration for others, which is a crucial quality for effective team players. Please pay close attention to the following:
Do they treat each person who serves them with respect?
Do they respect others by looking them in the eye?
Are they agitated or overwhelmed by issues?
Can they maintain a discussion by asking perceptive questions?
Do they allow others pass before them or rush through the restaurant?
The candidate’s personality will gradually show throughout a dinner, giving you the answers you need.