How To Hire Better and Faster With These 3 Tips
By taking the time to prioritize the specific skills and personality traits you need for a role before drawing up your interview schedule, you will be able to find the person you’re looking for faster and more efficiently.
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If you're prospecting potential employees, you'll find that in-person interviews are important (above shining resumes or solid phone interviews) for a number of reasons. While a candidate may seem like a perfect fit on paper and may have all the right answers to introductory questions, they may not possess the personal skills or abilities needed to excel in the role. Depending on the nature of the job and the skills required to succeed, it is important to detect the highest-priority traits during the interview. There are a few ways to test people skills and job skills during an interview.
Depending on the role you need to fill, you may need to test certain skills or traits outside of standard interview questions. The ideal candidate for a business development role, for example, should have great people skills because most business development jobs require a lot of networking, outreach, and cultivating relationships. How does the candidate fare when you introduce them to multiple members of the team? Do they mesh well with the team members and fit into the work culture? Does the conversation flow, or is it awkward and forced? Is their body language open and welcoming or closed off and distracted? Giving a candidate a tour of the office, or any activity that gets them out from behind the interview table, is one quick way to observe how they carry themselves and interact with other people.
The role that you are recruiting for may require a certain level of innovation and creativity. Interview tasks or activities are a great way to show a candidate's ability to come up with ideas and solutions in a short amount of time. The most successful marketers are idea-savvy problem solvers, so if you are hiring for a marketing position, you could share past campaigns that didn't work out and ask the candidate to suggest revisions to the campaign. Or, have the candidate take 10-15 minutes to review the company's social media and come up with suggestions for growth. These activities won't show the candidate's most polished work, but they will indicate how the candidate responds to pressure and their ability to problem solve.
An Informal Meal
After the second or third round of interviews, you have probably narrowed down the recruitment selection to your top three candidates. A great way to observe the behavior of a candidate is through an informal lunch or dinner. Lunch or dinner in more of a relaxed setting opens up the floor for a more comfortable conversation. Notice how the candidate treats the waitstaff, decides on food/drinks, and handles casual conversation. Observing these attributes will be an early indicator of how the candidate will fit into the work culture, interact at networking/company events, or handle client meetings. No matter how many interviews a person goes on, there will always be nerves. Having lunch or dinner with a candidate allows them to let their guard down and be more relaxed, showing you more of their personality.
If you take the time to prioritize the specific skills and personality traits you need for a role before drawing up your interview schedule, you will be able to find the person you're looking for faster and more efficiently.