Failing to rate each criteria for each candidate before comparing candidates can lead to selecting someone who is amiable, but not necessarily right for the job. There's also the risk of picking a candidate who isn't qualified simply because they are the most qualified of those candidates that you interviewed.
Without evaluating each skill against a standard, Turner says," you might find yourself being pressured in your mind to pick the best of a bad lot instead of running the whole thing over again.
An effective evaluation rates each candidate in each success factor and compares him or her against a set criteria. For example, you might say that you want a candidate who can type at least 50 words per minute. Other skills might appear harder to quantify, but Whitaker says that it's just a matter of thinking about them differently. For a leadership criterion, for instance, you might set a standard of having managed a certain number of people or a project of a certain complexity.
Don't compare candidates against each other until you have compared them against this standard. After this is done, all the interviewers can come together to compare notes and discuss selection. Study the candidate's resume before the interview. Sullivan also sometimes Googles names and checks LinkedIn profiles for more information. Use nonverbal gestures like smiling, leaning forward, and nodding your head to make the candidate feel comfortable.
And information is kind of the stock and trade of the selection process that makes decision-making easier. After several interviews, it's easy to get candidates' experiences mixed up. Make sure you write them down. Just because you asked a question that is intended to evaluate one factor, doesn't mean that the answer to that question can't be used to evaluate other factors on your list. Resources View sample behavioral interview questions , organized by skill.
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When readers click on these links, and buy these products or services, Inc may be compensated. This e-commerce based advertising model - like every other ad on our article pages - has no impact on our editorial coverage. Hiring managers and interviewers should take the time to truly understand the interview process as well as the components that go into an effective interview. Asking the right questions during a job interview can significantly increase your chances of hiring the right person as well as reducing wasted time and money.
In this article, we discuss why interviews are important as well as the steps you can take to conduct a successful interview. A job interview is important for a number of reasons, as it can benefit both the hiring manager and the company as well as the potential candidate being interviewed.
Interviewing candidates ensures you are hiring only the most qualified individuals for the open position. Without an effective interview process, you may end up hiring a person who is not the right fit for the company, the position or both.
Additional benefits of the job interview process include:. Most job positions require at least one interview, while some companies will ask candidates to go through multiple interviews before a selection is made.
Regardless of the position, nearly all organizations can benefit from conducting interviews to fill open jobs. The following are steps you can take when interviewing someone to ensure your interview is as effective and successful as possible:. You should set aside a minimum of 30 minutes for each interview you conduct. This ensures there is enough time to get to know your interviewee without either of you feeling rushed.
Before your candidate walks through your company's doors, you should know as much about them as possible. Doing your research on your potential candidates equips you with valuable information ahead of time and also allows you to save time during the actual interview because you won't have to ask the basic get-to-know-you questions.
Your research may consist of the candidate's resume, cover letter, CV, social media or other online profiles and portfolio. Related: How to Prepare for an Interview. When interviewing a candidate, you should have the information they provided available during the interview for easy reference.
For example, you should print out their resume and other pertinent information to have on hand so you don't have to spend time looking through your email or files. Before you can find a good candidate for the position you are trying to fill, you first need to spend some time determining what you are actually looking for in a candidate.
Once you have their answer, follow up with questions such as:. We all tend to hire in our own image, but when it comes to how to conduct an interview, you need to look beyond immediate chemistry by asking questions such as:. Some natural follow-ups to these types of questions would be to inquire about specific examples. So, for example, a natural follow-up to the last question above would be:. Try questions like these to isolate those who are hungriest for the opportunity that you offer:.
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