Face-to-face interviews are the next step after listing candidates from the virtual resume with resumes in your inbox.
Interviewing people seems like a simple task at first glance: smile, shake hands, small talk, ask questions, compare candidates and hire a candidate. But there is so much more.
You need to make sure you hire the best possible talent – someone whose skills come out well during the interview. A single mistake can lead to you losing someone who could have been a solid asset to your team. Or hiring the wrong person who lowers morale.
So how do you successfully conduct a job interview to ensure the best fit for the job and your business?
Tip: Do not just “wing” it.
Why is it worth conducting a job interview?
Would you accept a marriage proposal based on how good they look on paper?
The same logic applies when hiring someone for a job.
A job offer is a potentially life-changing event that needs to be carefully considered and only expanded when you are sure the interviewee has skills that fit well with your company’s needs.
Conducting job interviews facilitates better hiring decisions and helps you narrow down the application field – to eradicate people who may not be a good fit for the company.
Once done effectively, you can determine if the applicant has the skills, experience and personality to meet the requirements of the job.
Plus, there is more to a person than their credentials and qualifications. Interview helps you understand the candidate better as a person – how smart they are, how confident they are and how personable they are.
You can then decide if the applicant fits with the corporate culture.
Job interviews are also useful from the candidate’s perspective.
Just as you try to assess whether they fit well with your organization, even the outlook measures you. Interview can be a great place for them to learn more about the job and your business.
The investment needed to conduct a job interview
Before the face-to-face interview phase, you must first submit a job advertisement to attract high quality prospects.
While many employment sites like Indeed, Craigslist, and even LinkedIn allow you to post job ads for free, you should consider paid sites to access verified job seekers who are serious about getting a job.
Top-notch sites charge you anywhere from $ 45 to $ 120 to create your ad in a given period of time.
Once the resumes begin to arrive, your hiring manager will screen and review all applicants who have applied for the position and schedule an initial telephone interview with those they like. This can take anywhere between 15-18 minutes per. Candidate, which rounds up to approx. 2.5 to 3.5 hours of work.
The telephone interview round takes longer, with the hiring manager possibly ending up talking to each candidate for about an hour, with the total time being about 9-10 hours.
Up to this stage, the hiring manager has been working for over 14 hours. If you pay them $ 40 per. Hour (according to the U.S. average of HR executives), you already have a $ 560 bill, and you haven’t even gotten to personal interviews.
Finally, for the traditional interview process, the hiring manager grills each of the shortlisted candidates for approximately 1.5 to 2 hours to measure their skills and get to know them. Since only a select few people reach this step, you can assume that the hiring manager will work a total of 6-8 hours, which will cost you $ 320.
Your total amount is around $ 900 – $ 1000 for the entire interview process – and it is assumed that you will only receive 50 applications in the screening and planning phase.
Fortunately, you can save some serious money – and effort – when conducting interviews if you simply use recruitment software. These automated interview tools can help you save over 93% of your total interview costs, equivalent to over $ 2,375 per interview. Job if you take our above example of receiving 50 applications.
Not bad, right?
6 steps to conducting a good job interview
Let’s learn how to use the short time you get with a prospectus to determine if they fit your organization well.
# 1 – Paint a picture of your exact requirements
You need to have a proper idea of what kind of person you want for the job in terms of skills, experience and personality. Think about what you can do to determine a candidate’s suitability.
Ideally, you should create a checklist with all the requirements for the role and then tailor your questions and means to assess the individual to evaluate all the established factors.
Another good tip would be to talk to the best employees who are currently in the role of developing insightful job-related questions.
Ask them about their daily responsibilities in their current / most recent role. Ask them about the knowledge, skills, abilities and other characteristics (KSAOs) they believe are necessary to succeed in the position. Ask them about their leadership style and what they are looking for in a corporate culture.
Based on the answers you get to the above questions, decide what skills you are willing to train in the new employee. This effectively provides a clear way to eradicate unsuitable applicants during interviews.
# 2 – Create a game plan for the interview
Your hiring team is probably aware of the technical skills that employees need to have, but what about their personality traits?
Do you want someone with good social skills or someone quiet and analytical? What level of communication skills do you think the job needs?
Try to come up with interview questions that can bring the specific information you are looking for. You should also be prepared for questions from candidates, especially inquiries regarding compensation, perks and corporate culture.
We strongly recommend reading the resume, and more importantly, the candidate’s work history. Note any areas that require further clarification, such as unexplained gaps in work history or strange job titles.
This will help you personalize your questions. Plus, referring to a candidate’s past work experience or performance during the interview makes them feel valued and gives them a positive impression of your business.
# 3 – Make a detailed interview preparation
Create a general structure for the interview process that covers all the key areas you want to address during interviews. This allows you to save precious minutes and show candidates that you respect them and their time.
Take a long, hard look at the checklist and the list of questions you have put together. Fine-tune them further to make them more job-specific to truly assess a candidate’s potential.
Try to remember all your questions you need to ask so that you can maintain eye contact with the candidate. This will create a more relaxed and relaxed atmosphere so that the candidate can relax and focus on answering the questions in the best possible way.
You should check out their social media to learn a few tips for making small talk.
You can also practice the process with a friend or family member, colleague or even in front of the mirror or webcam! This will make you feel more confident about your communication skills while showing you opportunities for improvement.
# 4 – Try to connect to the applicant
Always remember that applicants also interview you and your company. So you want to have a good impression on them.
It is best to start your interview with an informal chat as an icebreaker. Trust us, small talk can do wonders.
You should also take this time to introduce them to everyone in the room and give them a brief overview of the interview structure and how long you think it will last. You can also use the markers you link to on social media or their resume to make them feel welcome.
Keep your tone friendly, make eye contact, and choose a friendly approach.
We also recommend pitching the job and the company to the interviewee within the first few minutes of the interview.
It is just as important for you to sell the opportunity to the candidate as vice versa. If you do not get a good mood from you, they can choose to look elsewhere, even when you offer them the job.
# 5 – Assess the candidate’s potential
This is without a doubt the most crucial part of the interview where your assessment and human reading skills will be put to the test.
You must first measure an applicant’s self-awareness by asking insightful questions and establishing competencies to understand whether they have the skills that are critical to performing the role’s tasks.
Here is a list of a few questions worth asking:
What are your strengths / weaknesses? How would you describe your work ethic? What makes you good for your current or past job? Why do you think you are well suited for this role?
It is also important to understand how the candidate works and their openness to feedback and communication with others.
Ask them to provide real solutions by putting them in hypothetical situations. Do not be afraid to go into detail. Ask them to describe their approach, what kind of software they will use, the deadlines they will set, and what steps they will take.
You have two golden rules here: 1. Always ask open-ended questions and 2. Talk less and listen more.
You have already prepared your questions in advance, but you need to be prepared to improvise a bit based on your candidate’s answers.
Running through “what-if” questions can be a good tactic to measure their logical reasoning skills and expertise in the workplace, giving you a better understanding of what they will do in each scenario.
If you feel that the applicant provides general answers, you can also always dig for more details. Here is a list of questions that can help them open up and answer more comprehensively:
What do you see yourself doing in five years? Why did you leave your last job? What leadership style do you think brings out the best in you? What is a good working environment for you? What factors will you prioritize to ensure better results? What role would you be best at working with a team?
The whole point of conducting the job interview is to get the applicant to answer your questions.
In an interview with Blair Glaser, Stephanie Smith-Ejnes, VP of People and Organization for Sony Pictures Entertainment, emphasizes the importance of connecting with your applicants. She says, “Interview is no longer a ‘gotcha’ game. It’s about connecting, even briefly, with the person opposite you. ”
# 6 – Close on a friendly note
Hopefully at this stage you should have a proper idea of the candidate’s ability. Now that you have everything, you can end the interview.
Inform the candidate about the next steps, e.g. Whether there will be another round of interviews, when they can expect to hear from you, and / or if there are any tests involved.
When telling applicants that you want to be in touch over the next few days, be sure to stick to your word. Getting stuck after a job interview can be extremely discouraging and does not work well for your company’s image.
When you are happy that you have covered everything you would like to discuss, thank the candidate for their time and end the interview on a friendly note.
After interviewing the candidate, go through your notes and reflect on how you think the applicant performed. If you are still interviewing other people, you can quickly note down your first impression and your assessment of whether you feel they could be a good fit for the role.
When you have finished all the interviews, you can either extend the final offer letter to the candidate you liked best or hold interviews in the second round to come to some sort of conclusion.
Here are a few more Crazy Egg guides to get you ready for success:
This article was written by today’s Daily Eggspert.
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