An effective interview can lead your company to hire the best talent and save time and money in your recruitment and selection process.
We have been talking in our previous articles about hiring strategy, how important it is to set goals, improve the employee’s value proposition, branding, marketing, but one of the most important steps in the recruitment process is the interview, why? the interview can predict job performance.
Assess the skills, experience, and behavior of candidates to predict whether the applicant is ideal for your company and the position required, is the support you receive when you have recruitment experts as part of your team. Conducting a smooth and efficient interview process will make your hiring strategy stand out, avoiding bad hires that will save you time and money.
To hire the most qualified candidates, recruiting professionals and hiring managers must be prepared to interview effectively, which means selecting an interview method, writing useful questions, and sharpening their skills when listening to the interviewee.
Questions should help to evaluate how the candidate used the skills required for the position in specific situations during their career. Answers to such questions can provide important data from applicants’ actual experiences. Therefore, for the recruiter and candidate to get the most out of an interview, it is essential to consider the type of questions to ask.
Open-ended questions encourage applicants to provide longer answers and to expand their knowledge, strengths, and work experience, providing a greater understanding of a candidate’s personality and whether the person would be the ideal fit for the company’s culture.
On the other hand, closed questions can allow the recruiter to receive direct answers and specific information from the candidate and can help the interviewer control the interview.
The employer, supported by recruitment experts, can select from a variety of interview techniques. The choice depends on considerations such as the position being filled, the industry, corporate culture, and the type of information the employer seeks to obtain from the applicant.
Structured vs unstructured interview
Interview techniques are, structured or unstructured. The primary purpose of the structured interview is to identify the job skills that are essential to the position and provide the interviewer with the information necessary to make the hiring decision.
Questions in an unstructured interview are tailored according to the applicant’s skills and experience levels. However, the absence of structure can make it difficult to compare and classify applicants because they are not asking the same set of questions.
Behavioral and competency-based approaches, previous experience defines future behavior
Behavioral and competency-based interviews aim to find out how the interviewee performed in specific situations. Interviewer questions are designed to determine whether the applicant possesses certain attributes or skills.
The purpose is to review the candidate’s experience, personal attributes, and job- related skills, focusing specifically on the skills needed for the position; employment- related skills are the criteria against which applicants are measured.
The competency-based interview can give the interviewer insight into the applicant’s job performance and attitude toward the job.
A good interview is both an art and a science. To get as much information as possible from an applicant, the interviewer should create an atmosphere that promotes communication.
The interview process can be stressful, so the interviewee should be helped to feel relaxed and comfortable, this way the interviewer has a better chance of getting a clear idea of the applicant’s skills and personality.
For an interview to be as useful as possible in the selection process, the interviewer must always maintain complete control over the interview. Establishing and maintaining control requires good interrogation techniques, listening skills, and paying attention to facial expressions and body language. Situational approach or the use of the hypothetical scenario
This type of interview reveals how an applicant thinks and how they would react in a particular situation, giving the candidate a hypothetical scenario or event and focusing on their past experiences. In the end, a successful and effective interview is one in which both the recruiter and the candidate receive accurate information with which they can make appropriate decisions about the applicant’s suitability for the job.
Having the support of recruitment professionals when evaluating and preparing an effective interview strategy can result in obtaining a better pool of candidates, a shorter recruitment process, and a higher ROI by reducing the costs associated with employee turnover.