To begin, you must be aware that the interviewee is more than what they present themselves as. You are hiring more than a worker, but a human being with their own personal traits. Part of the evaluation process involves reviewing their personality, including their good and bad attributes. You want someone to be engaged in what they do and understand their responsibilities. Additionally, they must recognize how important they are to the company. The best traits an employee can have is to feel like an important investment in the team and can get their job done with minimal supervision.
When asking questions, try to absorb information about the candidate’s experiences working in a team environment. You can ask them to provide an example of their previous time working as a team member or team leader. Specific questions are more valuable and can provide you with better insight.
If you can picture how the candidate would fit in with the current personnel and team culture, it will serve you better in evaluating how beneficial they would be. It only takes one employee to disrupt the synergy and cohesion of a company. You must trust your instincts and years of experience in making the decision to offer the contract.
Is the candidate a good fit for the job in question? Before asking that question, you want to make sure your job description is as precise, coherent, and detailed as possible. Ask what that individual has achieved, and how their experience matches with the responsibilities demanded of the job.
Asking questions about the educational level, experience, and certifications the candidate possesses is vital. If you are rehiring an individual who has left in the past, then you can renew or update the functions and responsibilities of the job. If your business instincts sense a valuable opportunity, you must take the initiative and make the decision.
Eventually, you must determine if the candidate in front of you can do the job. There are numerous hypothetical questions and problems worth asking. Give the interviewee a business challenge or scenario and see how their experiences compare to problems you have faced yourself. Ask them if they have faced similar scenarios to ones you felt were challenging to you.
Candidates who have had previous job experience may provide valuable information if you ask them what aspects they enjoyed about their early positions. When asking questions, be sure to give them enough time to provide a thoughtful and detailed answer. Silence can help them retrieve relevant information that will help you in making your hiring decision.
The time will come where you will have to either engage with the offer or pass on the candidate. Once you have decided on the candidate who best fits what you are looking for, check their references, including past employers and coworkers. Sometimes, these sources may reveal some key information that can either be a deal breaker or further validate your hiring choice. Never be afraid to look too deep in a candidate’s background as long as the information is attained in an ethical and professional manner.
One thing to keep in mind is that you are selling your company to the candidates as much as they are selling their qualifications to you. Make a favorable impression of yourself, your company, and the values you represent. Great candidates also evaluate if the company they are applying to is the best fit for them. Manage your interactions with the candidate carefully, this includes the appearance of your office and how you treat your employees around them. A great first impression can often bring the best out of interviewees as well.
Now that you have been supplied with the right traits to look out for in a candidate, make sure your job description is clear and attracts a like-minded individual. Make a solid presentation for your company and have a keen eye of the interviewees’ background. Do not be afraid to trust your instincts in making the hiring decision.