Employer interview tips for better candidate screening

If you want to improve your hiring process in your business. Get better at asking the right questions during the interview process. Prepare a relevant set of interview questions. Designed to find out what the interviewee’s thinking process is and what motivates them. Better interview questions provide deeper insights. About the way prospective candidates think during the hiring process.

Silly interviews leave a bad impression:

I have heard some silly interviews. That are awkward. And leave no one any wiser about the right fit of the individual to the role or organisation. A colleague of mine in England. Shared with me a recent interview he attended for a senior Accounting role. The Head of Finance and HR Director interviewed him. So, it was reasonable to believe they would know how to conduct a professional interview.

He told me he the process surprised him. And by some of the questions asked. The interviewers were both late for the interview which was not a good start. They seemed unprepared and had no clear direction to the interview. For example: their questions were vague and unrelated to the role they had.

One question was: “do you know Excel”? Usually, any senior Accounting. And/or Finance professional. Would be an advanced user of Excel, so the question seemed odd. It was a closed question so required only a yes or no answer. It was not elaborated on and did not inquire on any specific aspect of excel in relation to the role and his ability. So, it was not clear what exactly they wanted to know.

Preparation is the key to better interviews:

Prepare a set of probing (open ended) questions relevant to the candidates ability to do the role. Have them ready in advance and make sure all interviewers have a set.

The questions you ask at an interview must be relevant to the role. And directed. To be specific while allowing for elaboration. And drill down for more detail. Otherwise, they won’t inform you if this person can do the job and how well. Pick out specific, relevant aspects of their previous roles. From their resume to ask questions about and drill down on.

Below is a list of Frequently Asked (FAQ) interview questions:

• Tell me a bit about yourself? (Nice but vague. And how does that relate to the job? A better question would be tell me about your goals? What do you do for fun? Or exercise? A more specific question would be better.)

 

• What do you know about our company? (The interviewee might not have had time to look up anything before the interview. So, it depends on how much time they had before the interview.)

 

• Why are you leaving your current employer? (They might not be leaving the current employer. Only attending the interview out of politeness. Or have already left. And this is a tricky question which could lead the interview off track.)

 

• Where do you see yourself in 5 years’ time? (Interesting, but what is the relevance to the current job or company and if the person can do the job? It’s also possible to make something up. It’s best to ask questions relating to the current job. And if they can do it.)

 

• What type of manager do you like? (This is open to misinterpretation. A better question would be, tell me about one of your best managers. And what did you like about them. Also, tell me about one of your worse managers? And what didn’t you like about them.)

 

• And what type of manager are you? (This question is speculative, and self-opinion may not be reality)

 

• What do you know about our industry? (What is the relevance of this question and what does the answer provide the interviewer?)

 

• Who do you admire? (Nice question, but what is the relevance to the role and their fit?)

 

Some people rehearse interviews and talk well but have no real substance to back up their talk. Others don’t interview well and struggle with these types of questions. When you ask a person what they are proud of though it tends to be honest and far more dependable.

Interview tips of Should be Asked (SAQ) interview questions:

• In your last role what achievement are you most proud of? (This question prompts a person to consider in detail. And provide a more truthful answer. It is also easy to tell if the person is telling the truth. Their body language will be more relaxed. And their eyes will light up as they recall their experience.)

 

• Walk me through the process of achievement? (Allows the candidate to recall their experience in detail and elaborate on it.)

 

• What influenced your process? (This will give you insights into the person, what they find beneficial and how they like to operate.)

 

• Who else was involved? (This answer should give some sign of their team involvement. And whether they prefer to work alone.)

 

• Who reported into you? (This question will prompt an individual to share. Their preferred team structure and their own management style.)

 

• How did you make it all come together? (Gives you a sign of how this person thinks, how they plan and prioritise their work.)

 

• What did you enjoy most? (As above. As well as, providing you with more information. About the personality, motivation, and drive of the individual.)

 

What you will learn about the candidate from the SAQ:

Listen to the answers and you will find out exactly what type of person you are interviewing. Also, observe their body language. And energy levels when they speak.

1. their motivations
2. feel good about
3. enjoy and don’t
4. pay attention to what they don’t say
5. what they are good at
6. can bring to your organisation and role
7. if they are a good fit to your team and manager

Interview tips conclusion:

The success of the interview process rests on how organised you are. And the quality of the questions you ask. Ask specific well thought out questions. Which allow an individual to talk about an achievement they are proud of. Their answer is going to be much more informative than simple yes or no questions.

Being  prepared with a set of questions will put you in a professional mind set and able to stay on topic. Create questions that are open. And lead the candidate to be more detailed and specific in their answers. You will learn much more about them as a person. Further, you will appear relaxed, organised, and professional.

Don’t forget this is a two-way process. You want the candidate to want to work with you and your organisation if they are the right fit. If they can do the job and fit well in your team you want to leave them with a good impression. Even if they do not take your role, they may refer someone as good to you.

If you would like to learn more read the following:

√ hiring-strategies-best-fit

√ If you are looking for work .

√inc.com 14 ways to identify a toxic employee

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