Your hires are a direct reflection of your interviewing techniques. If you haven’t been entirely pleased with the Chicago job candidates you’ve recently brought on board, it’s time to switch things up.
Incorporating a few new interview tips can allow you to see internal factors impacting the position, as well as issues with candidates you might not have previously noticed. A few small adjustments can make a world of difference, so refine your strategy before your next interview.
Four Interview Tips to Improve Your Hiring
Look to the Past
Finding the best person for the job is a multi-step process. Before getting started with hiring activities, take a look at internal issues that could have impacted the previous employee’s decision to leave. This includes the direct manager, actual vs. written responsibilities associated with the job, time spent in the position, salary and benefits. Taking these factors into consideration can help you make any necessary improvements, so you don’t find yourself having to fill the position again in a matter of months.
Start With a Phone Screening
Meeting with candidates in person is a very time-consuming process, so it’s always frustrating to quickly realize someone isn’t the right fit. Reduce the likelihood of this happening by conducting a first round phone screening. Use this discussion to introduce the basics — i.e., job duties, company culture, salary, etc. — so you can decide if they’re a strong enough contender to proceed with the process. Reducing the volume of people who come into your office for an interview will allow you to have more time with those you select.
Don’t Rush It
When you’re in a time crunch, it’s easy to overlook glaring clues a candidate isn’t right for the position. If you need to hire immediately, take on temporary talent, so you don’t feel obligated to speed through the hiring process. Filling the position in the interim will give you the peace of mind needed to wait to extend a job offer until you truly find the best person for the position
Read Between the Lines
At the end of the interview, you always turn the tables and allow the candidate to ask questions. More than just a formality, the topics they cover can be telling. If they ask questions showing they’ve researched the company and truly want to learn more about the position, feel confident they’re interviewing for the right reasons. Anyone who focuses on issues like salary and benefits or doesn’t ask any questions at all, probably isn’t a good choice.
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