Better Interviewing in the Recruiting Process
Interviewing potential employees during the recruiting process can be a tall order. With only a set amount of time for each candidate, distinguishing the best candidate from a wide field can take some work. Knowing how the best in the business go about the process may help when it comes to best strategies.
According to Business Insider, in a recent interview with Laszlo Bock, Google's senior vice president of people operations, the expert said there are some constants in the application process no matter what position an applicant is aiming for. One key note is that you'll want your candidates to promote themselves in terms of how they can improve the company itself. Asking relatively open-ended questions about their best and worst experiences in developing a project or working with a team will give the candidate a great opportunity to promote a past success they achieved. Finding an applicant who can clearly identify the benefits they can bring to your company will be a big help in determining the best of the best.
It's also a good idea to see how potential hires use their problem-solving skills. This can be illuminating, showing how good of a fit that worker would be in the job itself. If an applicant can walk you through the decisions they make with clear reasoning, that helps show their problem-solving skills and their ability to think critically. Both of these are highly sought in the current job market.
Honesty may trump results
If an applicant has a resume where every line sings their expertise and skill, that may be a no-brainer when it comes to making hiring decisions. However, in the interview, humility and honesty should have just as much potential as previous work experience and results. Forbes reported that while many hiring managers focus on a track record of successes in their job searches, it's just as important to find situations where employees have failed. If they're willing to discuss the incident in question, that shows that they're humble and able to admit their faults. And, more pressingly, while success assumes more success in the future, failure can provide new avenues for someone to grow as a person, become more self-aware and develop more as a person.
This isn't to say that you should throw out the application of someone job searching who has a slam-dunk resume. It just means you should keep an eye on their abilities when it comes to monitoring past actions and growing from them. Being able to identify where things went wrong at one point is just as useful as knowing how to succeed. It means that those people will be likely to grow and learn from their mistakes, which can help greatly in new positions.
First impressions aren't everything, but they help
The Huffington Post added that while first impressions aren't everything during an interview, they can be significant. If an potential hire strikes you in a positive or negative way the first time you meet them, don't overemphasize its importance, but keep it in mind. A candidate who is late for an interview may not always be that way over time, but there's a chance they may indeed have that trait. Of course, the process will often bring up positive traits too, where a candidate shows off their friendliness, their kindness or any number of other aspects that can make them a sure thing. Don't base the entire interview on the first 10 seconds, but recognize that they may be important anyway.