Conducting job interviews is serious business, as the outcome can have a major effect on a company's overall chances for a successful hire. However, easing any potential stress involved in the situation can be a simple prospect, allowing any recruitment manager to suss out the best possible leads and employees for their company.
According to the Sioux City Journal, interviewing is a two-way street. Instead of one side or the other gaining the emphasis of the conversation, the information discussed should be free-flowing and respectful, allowing the company to determine the applicant's ability and propensity for the position in question while the potential employee gets to gain a new feel for the business prospects of the position. A major part of the average job interview, then, is to ask questions not because of a pre-set script or planned process but for natural reasons.
A list of questions creates a sterile and unnatural experience, for example, stopping an employee from being able to express themselves in the flow of the event's progression while simultaneously limiting the amount of information the interviewer can learn about the candidate in question. Selecting questions based on what the position entails and the tone of the conversation, on the other hand, allows both sides to feel more comfortable, creating a rapport between the two sides.
Honesty is the best policy
For all the research that a company does on a candidate before the interview process begins, many candidates do the same for the company they're applying for. This means that, no matter the questions asked of you in the interview process, it's important to remain truthful and honest in your responses. By allowing the candidate to know the current state of the business and the position at hand, the candidate will be thankful for your efforts while opening up a more detailed conversation, with increased levels of trust on both sides, in the overall interview.
According to Reuters, while the occasional "oddball" question about superheroes or animals may catch a candidate off-guard, the questions are relevant not because of any potential answers but because of the reactions they draw from the applicant in question. While some candidates won't understand the significance, others will be willing to play along and improvise on the spot. The latter quality, especially, is in high demand in many industries, as a number of positions now more than ever demand problem-solving ability that can drive wide swaths of the company's business.
Look for action
In addition, while the old rule of "show, not tell" isn't exactly applicable to an interview, there are correct and incorrect ways to ask questions that'll give illumination to employee abilities. Instead of asking about a candidate's ability to work in a team, for instance, ask them about certain challenges they were able to overcome with the help of others. Their answers will be much more illuminating into many of their qualities - not only will you see their teamwork abilities, for example, but their ability to describe and explain a situation and their thought process in a troubleshooting period will also come to light.
Choosing the right location for the interview to be held is another oft-overlooked aspect of the interviewing process, as you'll both be able to see a candidate's qualities and their reaction to their environment. While it may seem appealing to interview the candidate in the exact location they'll be working, that move can backfire compared to a quiet location, which can provide a much more tightly-wound interview experience with fewer distractions. On that strength, it's possible for a candidate to express themselves without being intimidated or otherwise having the experience change their approach.