An interviewer’s job is tough, because a wrong hire is really expensive. It affects the company in monetary terms as well as in productivity. It does not spare the person hired either, whether the severance is voluntary or involuntary. All the so-called wisdom out there about the kind of questions to ask a job applicant, followed by ‘suitable advice’ to job aspirants on how to handle each of these questions is ultimately a cruel waste of everyone’s time. What is more, it leads most of the rookie interviewers down the garden path as some of them blindly accept it all.
If you believe an interview process involves the three steps of screening a resume, interviewing the candidate and validation using reference checks, it is time you modified your approach to suit the times. Take a look at some of these new methods, and put together your own brand of interview using some of these elements:
Interview Process: Decide on the right interview process for each position. You may choose a quick and short interview, a series of interviews with different company employees, or a group interview. Modify the interview process to make sure that the desired qualities are probed for and identified during the selection process.
Interviews are only one step in hiring the best candidate for a given job and the proof of the pudding is almost always in the eating. Interviewers need to apply the most suitable methods identifying the right candidate for a given role. For an organization, it pays to bealert to the possible loopholes in its hiring process. A good approach is to use exit interviews to assess and identify the loophole in your hiring process as you keep looking for ways to improve the process.
One final but important thing to keep in mind – the candidate is interviewing you while you are interviewing the candidate. Are you clearly and accurately describing the job requirements and work environment? Do you come across as someone that can lead an organization? Are you truly interested in choosing the best candidate? What will you do to minimize the time it takes to bring a new worker up to speed? Keep in mind that your objective is to find and retain the best person for the job. What you say and do in the interview will be remembered by the individual you engage or hire. If the actual work situation differs greatly from your description, the individual will be unprepared or not motivated to make the contribution you are looking for.
Mail (will not be published) (required)
five × = 25
Thanks for Subscribing to DCR Blog.