Interview Strategies and Guide for Business

Your company can increase hiring success rates by utilising effective interviewing techniques, considered questions and well planned candidate Interviews.  

Here are some basic strategies:

Prepare Questions in Advance

Create a list of questions before the candidate Interview. This pre planning will keep the interview moving quickly and ensure you get the information you need to consider the candidate. It will also help you avoid vaguely worded questions that may be difficult for applicants to answer and help you make a great first impression of your company.

Choose the Right Interviewer for the Job

The manager who will oversee the new hire typically conducts the initial job interview. If you're a small business with one person acting as the manager, have other team members speak with candidates as part of the process.  Discuss in advance which topics each interviewer will explore with the candidate. This will generate more comprehensive information about applicants’ skills and experience.

Listen More Than You Talk

When the interview begins, make applicants comfortable by asking a few general questions, then let them do most of the talking. Save your overview of the company and job for the end of the meeting. Otherwise, job seekers might tell you what they think you want to hear rather than speaking honestly about themselves.

Avoid Typical Interview Questions

Interview questions such as, “Where do you see yourself in 5 years?” elicit well rehearsed responses from candidates. Instead ask unexpected and pre planned questions that relate to the job. Watch how applicants think on their feet and answer these questions – this can be a good indicator of how candidates will deal with day to day challenges in a role.

3 Interview Questions to Ask:

• Tell me about a time when you needed to learn a new skill to be successful in a previous job?
• Describe the worst job you ever had and explain why you didn't like this
• How are you best motivated to achieve?

3 Interview Questions to Avoid:

• Where do you want to be in five years?
• What are your strengths and weaknesses?
• Why are you leaving your present position?

Elicit Useful Information

Consider what types of questions will get you the information you’ll need to make an informed decision.  Scenario-based questions, where you ask a candidate to react to a typical on the job challenge, can give you an idea of how a candidate would react in a similar situation. Questions that focus on specific outcomes, such as “what roadblocks did you face on a project and how did you get past them?” give you insight into relevant accomplishments.

Talk About Your Company Brand and Culture

As a company, your company brand is a crucial element to helping "sell" the opportunity to the prospective candidate.

The first component of your company brand is reflected in the functional benefits that you offer, such as health plans, compensation, flexible work arrangements, and wellness programs. As well, talk to the candidate about opportunities for growth and career development – this is essential.

The second are your brand's emotional benefits. Talk about your company's culture - what motivates people to work for the business as well as employee initiatives, community volunteer programs and other company traditions.

The third and perhaps most important component of your brand is "the reason to believe."  Rather than give the candidate second hand anecdotes about why your company is a great place to work, consider having one of your employee advocates meet the candidate and share their positive work experience first hand – this can be particularly powerful in securing a new hire.

Watch the Clock

Decide how long you’ll spend in the meeting and how much of that time will be filled with candidate questions versus your overview of the position. Don’t feel obligated to give too much time to poor quality candidates, but keep in mind that they’re likely to talk about their experience to others so be professional and courteous at all times.

Don’t Skip the Second Interview

Invite strong candidates back for a second interview with you or another team member. Ask new questions and repeat a few from the first conversation to test consistency of response. Does the second meeting reinforce your feeling that the prospect is the right person for the job? If you’re not sure don’t hesitate to set up a third meeting.