Interview Strategies for Successful Hiring

Interview Strategies for Successful HiringInterview Strategies for Successful HiringInterview Strategies for Successful HiringThis article is from The Small Business Hiring GuideYour company can increase hiring success by applying the right tools to the job, including effective bewerbungsgesprching techniques, thoughtful interview questions and well-orchestrated candidate meetings. Here are some basics to get you started.Prep Questions in AdvanceCreate a list of interview questions before the candidate arrives. This upfront planning will keep the interview moving quickly and ensure you get the information you need. It will also help you avoid vaguely worded questions that may be difficult for applicants to answer.Choose the Right Interviewer(s)The supervisor who will oversee the new hire typically conducts the initial job interview. If youre a small shop with one person who will conduct the interview process, have other team members talk with candidates as well. Discuss in advance wh ich topics each interviewer will explore. This will generate more comprehensive information about applicants skills and experience.Listen More Than You TalkWhen the interview begins, make applicants comfortable by asking a few general questions, and then followthis interview tip let them do most of the talking. Save your overview of the company and job for the end of the meeting. Otherwise, job seekers might tell you what they think you want to hear rather than speaking honestly.Avoid the Tried and TrueInterview questions such as, Where do you want to be in five years? elicit well-rehearsed responses. Instead, ask the unexpected interview question. Watch how applicants think on their feet its a good indicator of how theyll deal with day-to-day challenges.Three Interview Questions to Ask Tell me about a time you needed to learn a new skill. Describe the worst job you ever had. How do you motivate someone who isnt doing his or her job?Three Interview Questions to Avoid Where do you w ant to be in five years? What are your strengths and weaknesses? Why are you leaving your present position?Elicit Practical InformationWhat types of questions get you the information youll need? Scenario-based questions, where you ask a candidate to react to a typical on-the-job challenge, can give you an idea of how a candidate would react. Questions that focus on measurable outcomes, such as what roadblocks did you face on a project and how did you get around them? give you insight intopertinent accomplishments. Follow up when necessary to get the specific information you need.Talk About Your Company Brand and CultureAs a small company, your company brand is a crucial element to helping sell the candidate.The first component of your company brand is reflected in the functional benefits that you offer, such as health plans, compensation, flexible work arrangements, wellness and telecommuting programs. As well, talk to the candidate about opportunities for growth and career developm ent.The second are your brands emotional benefits. Touch on your companys culture what motivates people to work there, as well as employee-generated initiatives, community volunteer programs and other company traditions.The third and perhaps most important component of your brand is the reason to believe. Rather than give the candidate second-hand anecdotes about why your company is a great place to work, consider having one of your employee advocates meet the candidate and share their positive work experience first hand.Watch the ClockDecide how long youll spend in the meeting and how much of that time will be filled with candidate questions versus your overview of the position. Dont feel obligated to give too much time to poor prospects, but keep in mind that theyre likely to talk about their experience to others in the community.Dont Forgo the Second InterviewInvite strong candidates back for another interview with you or a team member. Ask new questions and repeat a few from th e first conversation to test consistency. Does the second meeting reinforce your feeling that the prospect is right for the job? If youre not sure, dont hesitate to tischset up a third meeting.None of the information provided herein constitutes legal advice on behalf of Monster.