Resumes are the first step in finding out if someone is right for the position, but an impressive resume doesn’t always mean an impressive employee. Although necessary, resumes are just a prerequisite for a much more important step, the interview. Most interviewees are thinking about the right answers well before an interview, but are you thinking of the right questions? Many interviewers ask generic open ended questions that provoke thoughtful answers, but are these questions really telling you if they’re the right hire? Hiring mistakes can be costly in many ways to a company, so making sure you get a good read on a potential hire is crucial.
Don’t as typical questions. Common questions that candidates are anticipating don’t bring out their spontaneity or how well they would fit a certain role. Ask questions about job-specific scenarios that could put them in an uncomfortable position, how would they react, and what would they try to learn from it? This will bring out non-rehearsed responses to realistic issues that could arise.
Read between the lines. It’s important to look out for candidates who put a positive twist on potential negatives. For example, a commonly asked interview question is, “What are your strengths and weaknesses?” Many will say they are a “perfectionist” or “have too high of expectations.” Could this mean they are controlling or unable to delegate? Follow up, ask for examples of these traits and have them explain it.
Know what really matters for the position. An interviewee could be positive and personable, but if the position requires extreme attention to detail, those attributes are not the most important. Before starting the interview process, list the essential traits for a desirable employee in order of relevance.
Think about the future. Having a great candidate in front of you is only beneficial as long as they stay in the position. Make sure you ask questions that determine what their goals are. Are they in for the long haul, or are they using this as a stepping stone to move on quickly? Putting an emphasis on longevity and staying power will help you weed out employees that you will have to replace sooner than you hope.
While going through this process, you need to remember to stay organized. Even if you’re asking the right questions, and you think you will remember a stand out candidate, it is all too easy for people to get lost in the mix, especially when you have multiple interviewees. A great way to keep all your valuable information together is to use a hiring platform that will help do the work for you. The platform created by Staffed Up allows you to rank candidates and take notes on the spot to ensure your future star employee doesn’t slip through your fingers. After you review resumes, the platform will help you schedule interviews with applicants, and even communicate with them. Staffed Up takes the confusion out of hiring and saves you time and money with automation, especially since it is mobile friendly.
The bottom line is knowing what you really want from a candidate so that you can ask questions centered around it. Don’t forget to ask interviewees to elaborate on their responses, this will give you a more in depth idea of not only their thought process and personality, but experience as well. Turnover is costly, make your interviews count.