How to Secure the Right Interview Candidate for the Job
Conducting an interview is no simple task. It requires foresight, insight, and the ability to understand the mindset of the interviewee. An effective interviewer should be capable of posing challenging questions that can unsettle the candidate, placing them in a difficult situation. They should also have the ability to delve into the interviewee’s thought process and assess their understanding of the situation at hand.
That being said, an interviewer’s prowess lies in their ability to ask thought-provoking questions and interpret the candidate’s behavior throughout the interview process. Following our previous post, ‘10 Most Asked Interview Questions‘, we are now shifting our focus to discuss the art of selecting the right candidate. This process undoubtedly involves cognitive reasoning and decision-making. However, if done correctly, it ensures the recruitment of the best talent for your company.
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The Crucial Role of an Interviewer
An interviewer is tasked with the critical responsibility of selecting the right candidate. This process should start with the interviewer preparing a list of desired qualities they seek in a candidate. The skill in selecting the right candidate lies in identifying these qualities in an interviewee through meaningful interaction.
Interview questions should be specific to the role in question. It is crucial to avoid generalizing interviews. Unfortunately, many interviewers fall into the trap of generalizing interviews, which hinders their ability to identify the right talent. Generalization tends to yield average talent and fails to help companies find the exceptional talent they are searching for.
Some companies employ a two-step interview process. The first step involves a general interview, which helps companies sift the exceptional candidates from the average ones. The second step involves a more specific task-related interview, designed to identify the best of the already filtered candidates. This approach aids companies in pinpointing the right talent.
However, the two-step interview process is most effective when the pool of interviewees is large. The role of an interviewer may vary depending on the position for which interviews are being conducted. For instance, the strategies used when seeking the right managers will differ from those used when hiring regular employees.
Furthermore, hiring an internal candidate for a top position is different from hiring an external candidate. Interviewers must be adaptable and make necessary adjustments when conducting interviews under different circumstances.
Understanding a Candidate
The primary task of an interviewer is to understand the mindset of the interviewee. They should be able to discern the thoughts and ideas forming in the candidate’s mind. It is crucial to identify the authenticity in the candidate’s responses and never overlook the confidence hidden behind their exterior.
However, before the interviewer can gain any insight into the candidate’s mind, it is essential to make the interviewee feel at ease. The interviewer should aim to encourage the candidate to open up, allowing them to express themselves freely. A candidate’s true nature can only be revealed once they overcome their initial nervousness. To facilitate this, the interviewer can pose questions that prompt the interviewee to open up, positioning themselves to better understand the candidate.
Unfortunately, many interviewers are self-absorbed and merely go through the motions at the interview table, without giving due consideration to the candidate. It’s important to be observant and pick up on subtle cues.
Has anyone taken the time to interpret the candidate’s body language? What do their mannerisms reveal about them? Are they appropriately dressed? However, appearances can be deceiving, and the real key to understanding a candidate lies in asking the right questions.
Asking Questions
Start by examining the candidate’s Curriculum Vitae. A Curriculum Vitae is an accurate representation of a candidate’s accomplishments. It encapsulates their professional achievements and serves as an excellent source for formulating interview questions. Always base your questions on the information provided in their Curriculum Vitae.
It is often said that the past is a significant predictor of the future. There is usually a correlation between past events and future outcomes. Therefore, questions about the candidate’s past can provide clear insights into their potential future performance. Importantly, an interviewer should be able to understand the nature of work that the interviewee has previously undertaken.
The candidate’s responses should provide a clear understanding of the level of expertise they have acquired through their past work. Pay close attention to their speech. The candidate’s behavioral responses should be carefully interpreted to discern the truth in their statements.
Avoid asking questions randomly. Instead, tailor your questions to the requirements of the position, and base them on the information in the candidate’s Curriculum Vitae. Structure the interview process, particularly when interviewing for high-level positions.
As an interviewer, be mindful of your words. Avoid revealing information that could assist the candidate during the interview process. In other words, the interviewer should speak minimally. They should primarily be a good listener and observer. The more they focus on listening, the more informed their decision will be.
Understanding a Candidate’s Objective
While a candidate’s primary objective is to secure a job, there may be a series of hidden objectives in their mind. As an interviewer, understanding these intentions can aid in the decision-making process.
Candidates may decide to leave their current workplace for various reasons. Some are seeking a salary increase, while others desire additional responsibilities that come with a new job role. There are those who enjoy the thrill of change, and some who may have had issues with their previous boss.
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