Welcome to 2024! January is the most active month for adding new team members, and we are already seeing an increase in job posting activity after the holidays. As you gear up for the interview season, here are some tips to help you maximize your interview process.
1. Thoroughly review the job requirements and candidate materials.
Before you head into the interview, be prepared. I like to create a rubric of the skills and experiences that I am looking for, and to understand the “must-haves” and ideal qualities. I try to build these out into job specific details that will be easier to assess. For instance, “Communication Skills” might be further defined to include “good listening skills” and “communicates issues clearly, keeping their teams informed.”
You should also dedicate time to thoroughly review the candidate's resume, cover letter, and any additional materials they have submitted. This foundational step ensures you have a clear understanding of their professional background, skills, and experiences. Familiarizing yourself with the candidate's details allows you to craft tailored questions that delve into specific aspects of their qualifications, showcasing your commitment to a thorough hiring process.
2. Customize questions for deeper insights.
Tailor your interview questions to elicit detailed responses that provide deeper insights into the candidate's abilities and approach. Drawing from the information in their resume, inquire about specific projects, challenges, and achievements. Craft questions that not only assess technical skills but also reveal problem-solving abilities, adaptability, and cultural fit within your organization. Customized questions demonstrate your genuine interest in understanding the candidate beyond what is presented on paper. I love to ask questions that relate to prior examples. How someone has acted in the past is a good indicator of how they will act in the future. For instance, here is an example of a question that I would ask around conflict management: “Please tell me about a time that you had a workplace conflict with a peer. What was the situation, what were your actions, and what was the result?”
While asking questions about past behaviors is important, I also like to have a few questions that demonstrate the candidate’s thought process. Thus, a prospective question might be something like, “Our department is looking to increase sales by 25% for 2024. What are ideas that you would want to implement to achieve this goal?”
3. Familiarize yourself with the company culture.
Understand your company's culture and values, as they play a crucial role in determining the right fit for your team. Reflect on the traits and qualities that align with your organization's ethos. During the interview, subtly weave in questions that assess the candidate's compatibility with the company culture. This step ensures that not only are they a match for the job requirements, but they can also contribute positively to the work environment. You can also include these elements in the aforementioned rubric.
4. Prepare for a conversational atmosphere.
Create a comfortable and open environment during the interview to encourage authentic and relaxed responses from the candidate. Develop a conversational tone to build rapport, helping candidates feel at ease. A relaxed atmosphere fosters honest communication, enabling you to gauge the candidate's true potential and personality. This step is instrumental in ensuring that the interview process is not overly formal, allowing candidates to showcase their abilities more naturally.
5. Communicate expectations clearly.
Clearly communicate job requirements, expectations, and potential challenges associated with the role. This transparency sets the stage for a comprehensive discussion and ensures that candidates have a realistic understanding of the position. Providing a clear overview helps candidates align their responses with the specific needs of the role and allows you to assess how well they comprehend and relate to the expectations outlined. Interviewing is a two-way street, and you want the candidate to feel comfortable bowing out if they are not a good fit. Making a bad hire, and having to restart the process after a few months is a lot more painful for the organization than delaying a hire to make sure that there is a mutual fit.
By following these five steps, you lay the groundwork for a successful interview.
Interviews that go beyond surface-level assessments can provide you with a more holistic understanding of a candidate's potential contributions. Moreover, effective communication is crucial during an interview: Be clear about the job requirements and expectations, and actively listen to the candidate's responses.
Want to dive deeper?
- Attend our upcoming Interviewing Skills Workshop geared towards hiring managers and supervisors on Friday, January 26th at 3 pm. Register now by clicking here.
- Interview Tips whitepaper - Ask us about this complimentary short read that includes a guideline and tips for a successful interview process.
Need more support?
- Check out our Interview Planning Special through February 29, 2024. If you are ready to put together a thorough interview and assessment plan, we can help. We will help you create a talent rubric, interview questions and talk about other steps that you should have in your process. We will provide you with a questionnaire to complete, and schedule a 30-minute review meeting to talk about the plan and next steps. The fee for this offer is $200 per position.
- Book an appointment to discuss your HR or recruiting needs, or feel free to reach out at (734) 747-2936 to schedule a conversation about building better teams for your organization!
Stay tuned!
Next month I’ll be musing about employee handbooks! Yes, I know that you are going to be sitting at the edge of your seat for this one. Do you have a question that I can answer - send it to me at Amy@AmyCellTalent.com.
