Picking the wrong employee after a long interview process ultimately results in wasted time and lost money for a business. A successful interview can often start before even meeting, as social networking sites such as LinkedIn are becoming an increasingly popular way to identify job candidates. There are constantly new ideas emerging about how to best conduct interviews, many of which will be able to give you a much better idea of how a candidate will perform in the role.
Hiring recent university graduates is a great way to bring fresh ideas and energy to your business. Having learnt the newest technical skills and the best ways to implement them, graduates are eager to gain experience, giving you the potential to shape their work habits to suit your company. Graduates also have far lower salary expectations, meaning that they can be an affordable source of talent. Explaining what the different career progression options for them within the company would be or demonstrating how experience with your organisation will look great on their future CV can also help appeal to graduates with more long term goals.
Re-frame interview questions:
Most interview candidates will have rehearsed their answers to traditional job interview questions, making it hard to get an accurate reading of their abilities. If you present a question in a slightly different way to normal, you will get a more natural answer that is reflective of the candidate’s adaptability. Try using;
- Fact-based questions: helps the interviewer confirm whether or not the potential candidate has the skills required for the job, as well as provide information that can be cross-checked against their resume to verify accuracy.
- Situational questions: provides any insight into how the candidate would handle situations that may arise in the business.
- Behavioural questions: gives insight into how a person may behave, helping to determine whether or not they will work well with others and be a good fit for a business.
Get a second opinion:
Inviting other staff members to sit in on interviews, either as silent observers or active interviewers can give you a second opinion. This also helps to more accurately read a candidate as other people will focus on different qualities or skills that could be valuable to the company’s inner workings.