Finding value in the marketplace is not an overnight endeavor. It takes effort, time and above all, strategy. It is in this wake that companies are in constant search for high-caliber, well-adjusted, prospective candidates. In today’s highly competitive job market, searching for competent and trustworthy talent has become a real tussle. But thinking of it, the genesis of all these headaches is right at the hiring process. This is where you will find a company has employed the wrong people for the wrong positions. Today we tackle a couple of tips that employers/interviewers can apply during the interview to ensure the right candidate gets the jobs.
Tip One: Knowledge of the job details
It is important to be abreast with the job requirements for the position you have posted. More often you will find interviewers making the mistake of relying on their basic gut feeling in deciding the suitability of a candidate. As an interviewer, prepare questions in advance and learn everything there is to learn about both the specific position and the candidate. Go through the job description thoroughly and also take time to review the resume of the candidates before the interview stage.
Tip Two: Offer the Information you have about the Position
What this means is that you will have to take the initiative as the interviewer to sell both your company and the position itself. Do not wait for the candidate to ask. Lay down facts why you should be his/her employer of choice and why the position is the long awaited position that will offer them an opportunity for long term success and career development.
Tip Three: Change of Interviewing Strategy.
You can follow a behavioral interviewing technique over the traditional interviewing path. This will mean you will delve deep into the candidate’s accomplishments rather than just looking over the candidate’s stated skills and capabilities. What this interviewing technique does is that it focuses on the past performance and behavior as an indicator of future performance and behavior. You can do a mixture of customary questions like “tell me/us about yourself, strengths and weaknesses”, hypothetical questions like “what would you do if…” and questions that aims at unearthing the candidates ability to make decisions, leadership skills, resourcefulness, organization, willingness to learn and search.
Tip Four: Use open-ended questions.
When you ask the candidates open-ended questions, give them time to answer the questions. You can use silence to allow them time to comprehend and prepare their answers. Do not hustle the interviewee with the next question on your list but rather give them the opportunity and time to think before they respond to you, or the panel.
Tip Five: Listen more and talk less
Your role as an interviewer demands that you listen more and talk less. Give the candidates the opportunity to talk about their competencies, skills and qualifications.
Tip Six: Your body language
Body language will feature a variety of aspects:
Greet your candidates with a firm, steady and courteous handshake. A firm handshake will indicate an interest and the value you extend to them as candidates.
Portray a solid posture that reveals great self confidence and an assurance that you’re at the top of what you’re doing. Keep your shoulders straight and you head up high.
Speak clearly, slowly and with an enthusiastic tone. Remember enthusiasm is infectious. This will put your candidate at ease and reassure them that they are in good hands.
- Eye Contact
During the interview process, maintain a direct eye contact with the interviewee. Strong eye contact is usually perceived by interviewees not only as interest, respect and self confidence but also as credibility and trustworthiness from both your part and your company’s.
In conclusion, remember to be professional all the time. Ensure your candidate is comfortable enough to want to sit and talk to you and later on become part of your team, in this case if they are the right candidate for the job. Be friendly but still maintain your professionalism. This means that you should not indulge in excessive small talk, rather focus on work-related information. It is a two way street, and the candidate will also be assessing you and your company as much as you are assessing him/her and his/her capabilities.
Source : Ethiojobs