11-1: Interviewing Tips for Hiring Managers
Interviews can be stressful situations for interviewee and interviewer alike. It is an important meeting, whether in person, over the phone, or through a video call that can have significant impacts on the company if the candidate is hired. A great hire brings a great deal of value to an organization, but if an employee that is not a good cultural fit leaves, more than human capital is lost. According to a 2016 SHRM article, the average cost of an entry level new hire is $4,129. This means an employee that leaves the company also creates monetary and time losses. The importance of the interview process of finding professionals that are both well-qualified and are aligned with the organizational values will save your organization time and money.
Here are some tips to help you conduct an effective interview, from beginning to end.
Before the Interview
Understand the position: In order to find a candidate whose skills and experience are best suited for the job, the interviewer must first have a solid understanding of the position. Knowing about the expectations, duties, and responsibilities of the particular job will arm you with knowledge to find the ideal candidate.
Have a plan: Interviewers should plan what questions will be asked to ensure they are meaningful in determining the candidate’s fit with the position and the company culture. Keep it open: Utilize open-ended questions to encourage conversation and to allow the candidate to provide more descriptive responses.
Practical not hypothetical: Frame questions as “Tell me about a time when…” rather than “How would you react if…”. The former behavioral question reveals how the candidate has handled a situation in the past, while the latter will only elicit a ‘perfect world’ type response of what they believe the interviewer wants to hear.
Practice, practice, practice: Candidates are told to practice their responses to increase effectiveness. Interviewers should do the same. You should represent the company well and having the interview run as smoothly as possible is one way to do this.
Review the resume: Reviewing the candidate’s resume right before the interview to refresh your memory, develop any last-minute questions about details it contains, and get in the right frame of mind.
During the Interview
Welcome the candidate: Be a welcoming host and try to help the candidate feel more at ease in the stressful situation. Taking a few minutes to talk before diving into the questions can help them feel more comfortable and ready to show off their skills. Just remember that this is a professional meeting and to not get too friendly.
Take some notes: Writing down some quick notes during the interview will help you recall important details later on. Also, jot down any additional questions that come to mind.
Observe body language: What a candidate doesn’t say can tell just as much as what they do say. Observing body language can be an additional tool to see how the candidate reacts in stressful situations and what their interpersonal communication skills are like; however, the interviewer needs to be careful that they are not using any form of bias while observing the candidate’s body language.
Consistency is key: Ask different candidates applying for the same position the same questions. This facilitates comparisons between their responses, making it easier to determine the pros and cons of each candidate. This also helps to level the playing field between candidates. Keep in mind that questions specific to each candidate regarding their experience and other job-related topics should be asked as well.
Reverse the roles: Let the interviewee take the driver’s seat to close out the interview. Asking the interviewee if they have any questions helps to gauge their interest in the position and if they did their homework prior to the interview.
After the Interview Add to notes: Immediately after the interview, write some more in-depth notes before the details get a little foggy. These more detailed descriptions will make the deliberation process much easier as you will then have more information to work with.
Follow-up: Make sure to give the candidate a timeline for when they should hear from the interviewer or hiring team. This clears up any uncertainties for the candidate and keeps the hiring process running on a steady schedule.
Remain Objective: After the interviewing stage is completed, it can be challenging to make an unbiased hiring decision. This is where Priority Bridge Cultural Fit Assessments are here to make your decision easier.
When choosing a candidate for hire, don’t revert back to making a subjective decision. Instead, keep your hiring process bias-free with the assistance of Priority Bridge. You can utilize the Priority Bridge Cultural FIt Assessments in two main ways: pre-hire or final selection. The Priority Bridge Assessments are effective when anonymously screening potential candidates by focusing on those that meet a certain degree of cultural match with your organization. In terms of final selection when it has come down to two or three well-qualified professionals, Priority Bridge Cultural Fit Assessment allows you to choose the candidate that has the best cultural match for the job.
Priority Bridge LLC. Is dedicated to helping organizations of all types achieve greater success by using a proprietary analytical process that increases the cultural fit of employees to an organization. Eliminate Bad Hires. For Good. Hire right the first time, every time with the right cultural fit using Priority Bridge.