3 must meet criteria
Is your approach to interviewing hopeful rather than predictable? Are you working with an interview framework based on the right foundations?
Every candidate you offer, should meet 3 fundamental criteria: Can they do the job? Do they want the job? Will they fit in?
Beyond these basic rules, you should be able to rate candidates skills and abilities accurately against your most important criteria.
And if you have a choice of good people, then you need to be able to properly assess and benchmark one person against another. You need an interviewing framework which enables you to properly identify key skills and achieve a consistency when interviewing different people – so that your efforts become focused on predictable hires rather than based on a gut feeling.
Prepare an opening statement.
When interviewing you should assume control of the interview from the outset.
Thank them for coming in to see you. Tell them, that what you’d like to cover is:
- A little bit of insight about the company and the role.
- Then to find out more about them.
- Then to discuss the opportunity in more detail and cover additional questions.
Your first question to the candidate.
Rather than proceed to tell them about your company and the job as you may have just told the candidate (as per the above) instead ask them what they know about your company and the job they are interviewing for “Rather than me tell you things you may already know – why don’t you tell me what you know about our company, and what your understanding of the job opportunity is”.
This is a great way to get a quick view of the candidate’s qualities and see how prepared the candidates is and if they have not had the time to research – how quickly they can think on their feet.
If the answer gives you confidence – you will be happy to proceed with a full interview conversely if you are unimpressed you will be better placed to think about keeping the interview short.
Interview with a consistent question bank
You should ask each candidate a common set of crucial questions, and make sure you have properly understood their response and be able to assess their credentials in each questioning area, and record or rate accordingly.
For example, a rating of 5 representing excellent and 1 unacceptable.