The time has come to start interviewing candidates. The process can be intimidating but it is a key factor in the employee decision making process. The interview can be scary for both sides and it is imperative that as an employer, you know how to make the best out of the interview and get all information you need from it.
A great way to ensure you are getting the most out of your interview is to do some research on the candidate you are going to interview. Chances are, the candidate will be researching your business trying to find out what you are all about. It is always helpful to get some kind of understanding what the candidate is like outside of what they have on their resume . Try to avoid only looking for dirt on your interviewee. Find positive things on the candidate that you can create questions around to further the conversation.
Open Ended Questions
Give the candidate a chance to express themselves through open ended questions. Allowing candidates to answer open ended questions will give you a chance to know more about the candidate than what is just on the surface . The candidate will be able to elaborate on different topics that may apply to the job and give you the ability to decide if they are right for the position.
A behavioral interview is a great technique used by professionals to understand how a candidate performs under certain situations and stressors. A behavioral interview is conducted by asking the candidate questions about how they may have performed in a specific situation in the past. The logic behind a behavioral interview is that past behaviors in certain situations predicts how the candidate will behave in similar situations in the future. This information can be used to determine if the candidate is the right fit for the job. A behavioral interview is not for everyone but has proven to help businesses narrow down their search for the right candidates.
After The Interview
After everything is all said and done you will want to follow up with all of the candidates that you have interviewed with an email thanking them for their time and maybe asking back some others for further interviewing. One important detail in sending follow-up emails to candidates is to give feedback if possible . This will give the candidates that did not get the position something to work off of and they will appreciate the gesture!