Interviewing is crucial for a hiring manager’s success as it provides a comprehensive understanding of candidates beyond what resumes reveal. By delving deeper into candidates’ experiences, skills, and personalities during interviews, hiring managers can make more informed decisions that align with the company’s short- and long-term objectives.
A dynamic interview process not only ensures the selection of the right candidates but also contributes to a positive work environment and overall company success.
When aiming to refine your interview process, here are some tips to consider:
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Ask questions that let the individual show their personality
It’s crucial to grasp not only a person’s professional side but also who they are as individuals. Your personal identity can significantly influence your professional life.
Do they love adventure? Do they value building deep relationships?
People want to work for a company that feels warm and inviting, and this starts in the interview process. You can be warm and friendly while still maintaining an air of professionalism.
With questions focused on the person’s life and hobbies, you may learn information that makes you slightly more hesitant or encourages deeper conversations.
If they mention their new business launch in another state, it raises questions about their ability to fully commit to this role while getting the fledgling company up and running. While you shouldn’t immediately discount them because of this, it’s something worth discussing honestly.
Incorporate a practical element
Discussing hypothetical reactions is insightful for gauging an employee’s logical reasoning. However, incorporating a practical element in your interview process offers a more effective understanding of the candidate’s professional operational style.
When working in hands-on fields like graphic design or engineering, actions speak louder than words. Instead of just talking about it, ask them to show you how they’d tackle the task.
Speak directly to company culture
The company’s unique culture can shine subtly, but when candidates value this, addressing it directly is key. What drives your organization’s visions and values? How do you foster camaraderie? Are there opportunities like a softball league or lunchtime book club? Which personality types thrive in the office?
Job candidates are curious about these topics, so offer them the details upfront to save them the trouble of figuring it out themselves.
Have the interview in a neutral, casual location
Some candidates find heading into an office for an interview quite overwhelming. Dealing with extreme nerves can lead to feeling tongue-tied during the conversation, and later, they may regret their performance. Hiring managers have recognized this, and some choose to conduct initial interviews off-site to accommodate.
A more neutral location, such as a coffee shop, can put the job seeker at ease and let the conversation maintain a more relaxed feel. When this is the case, the individual can answer questions more relaxed and authentically, which gives you a better sense of who this person really is. From there, the person can visit the office for a tour and a quick meet-and-greet with staff members. Putting yourself into the job seeker’s shoes is an important part of building a successful interview process.
Assess their body language
Anyone can talk about how interested and excited they are about a position, but a person’s body can tell a totally different story. Are they slouching in their seat with their arms crossed, indicating boredom or a lack of engagement? Are they leaning forward and nodding while maintaining good eye contact? This shows that they’re invested in the conversation.
Listen closely to what the person is saying, but don’t forget to see if their physical cues match with the thoughts they’re verbalizing.
Consider how technology has changed
Your hiring process should evolve as technology does to accommodate your candidates most effectively. Technology that was once outrageously priced or only available to the largest companies is now available to make hiring easier for businesses of all sizes across all fields.
Video interviewing software, for instance, was once used to accommodate long-distance candidates. Now, it’s a standard step of the early screening process for many competitive companies. Even if the individual lives in your city, this technology adds an extra level of convenience to the process that candidates will appreciate.
Ask for feedback from current employees
There may be subtle nuances that you haven’t picked up on that are making your process unpleasant for those looking for new career opportunities. One way to be sure is by asking those who have been through the process: your employees.
What was their experience like? Did they think the interview process went on too long? Did they wish you had been clearer about the next steps?
This honest feedback may not always be easy to hear, but it’s valuable. If you’re not sure if your employees will feel comfortable offering it up directly to you, create a way for them to submit their critiques anonymously.
A wise hiring manager periodically reviews the company’s hiring process. Aspects of the process that seemed crucial five or ten years ago might be outdated now. Your company culture may have shifted, requiring adjustments in your interview approach to stay aligned.
Because hiring is a cornerstone of your business, it’s crucial to monitor closely whether your hiring process effectively represents your brand.
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