After Recruitment: How to Interview Job Candidates

Question #1 - "If You Had Unlimited Resources, What Would You Do?"

So you’ve gone through the recruitment process and you have narrowed your executive search to a few strong candidates. It’s time for the final round of interviews to determine which candidate will be the best fit for the role and your workplace culture.

Where do you begin?

The interview process can be just as stressful for you as it is for the candidates. You’re not only evaluating whether or not a candidate fits the position but you’re also giving the candidate information that will help them decide whether or not they should take the job. On top of that, your reputation is on the line if you hire the wrong person.

You’ll find a lot of information out there about how job candidates can survive the grueling interview process, but what about the people conducting the interviews? We’ve compiled a few tips to help you get through it and improve your chances of getting the information you need to make the best decision for your organization.

Get to Know the Candidates

This is crucial for maximizing interview time. Learn as much as you can about the candidates before the interview so you’re not wasting time asking questions you already have answers to. A thorough review will also reveal any areas of the candidate’s experience you may want to explore further.

Prepare Strategic Questions

Whether you’re trying to determine the candidate’s personality type, how they work, or how they’ll behave in high-pressure situations, you’ll need to form your questions accordingly. A lot of information is available online to help you figure out which type of questions will get you the information you’re after. If you’ve been working with professional recruiters, ask them for their expert input on which questions work best.

Ask Open-Ended Questions

Asking open ended questions lets the candidate talk about themselves, which can reveal a lot about their personality, background and skills. Don’t be afraid of silence and don’t feel as though you need to guide them toward the answer you’re looking for. Let the candidate talk about themselves freely and you might learn a lot more than you expected.

Be Honest About the Role

Try not to focus too much on over-selling the job or your organization. It’s completely acceptable to talk about how great the job and company culture is… but only if it’s true. Don’t sugar-coat it or promise anything that’s not realistic. Prevent unpleasant surprises down the road by being completely honest with the candidate about the job requirements and work environment. Being dishonest about the job requirements can result in having to go through the recruiting and interviewing process all over again, and no one wants to waste time and money doing that!

These tips should help you prepare for your interviews and reduce your stress around the process, but if you have any further questions about successful interviewing, our recruiters and HR consultants can help! Contact us anytime.
Recruitment Agency Vancouver