You're interviewing candidates for a job role. How do you ensure you're making the right choice?

Assessing a candidate in a timebound exercise is itself a good challenge, so follow these steps so that you do justice to the important life-changing task you are doing 1. Be serious and do good homework- read the job description well, read the resume in advance, and read all relevant documents like if you have a structured interview in place then read through what your round should cover, read through the question bank if any, etc 2. Listen thoroughly to all the answers without any prejudices, or biases for all the questions you asked and be open to appreciate different approaches to a problem 3. Instead of comparing candidates with each other, assess them against the role you are hiring for. these pointers will help make the right choice.

This is an absolute key. If you don't know what or who you are looking for, how are you going to know you've selected the right person? I like to partner with my clients to make sure I am aligned with their needs and how I will be able to determine if the candidates meet those needs. I will ask if the job description was created for THIS particular search, or if it is being recycled from a previous search; every person on a team shouldn't be identical. The types of questions I ask from search to search aren't going to be identical either. I don't use rubrics to score candidates, and I don't recommend it, either. If the 'race' is that close, you have to go with your gut.

Je vois très rapidement si un candidat va matcher en 2 mn de discusssion avec lui. Sa manière de s'exprimer: fermé, ouvert, sympathique, curieux motivé, humble, souriant? Tout cela se vérifie en 2 mn de discussions et les doutes que l'on peut avoir lors de ces 2 mn sont souvent reflet de la réalité! Si on a un doute en terme de perso en 2 mn alors c'est qu'il n'y a pas de doute et que le profil n'est pas forcément adapté en terme de matching humain! Alors toujours se fier à son intuition de départ même si sur le papier le profil est parfait au niveau technique. Un candidat distant,injoignable c'est un candidat qui benchmark et qui n'est pas intéréssé par votre offre! Alors ne perdez pas de temps avec eux!

We need to ensure below while taking interviews for the right choice: May be use some assessment tool or system test, Prepare a structured or unstructured question, assess soft skills or technical skills as per requirements, ask scenario-based questions, take references for further checks, and take multiple prospective (may be his attitude, cognitive fit, etc.)

Ensuring You make the right choice when interviewing candidates involves a combination of preparation, structured evaluation, and intuition. Like skill Assessment that include practical tasks or problem-solving exercises relevant to the job.This allows you to evaluate the candidates' skills in action. You should assess how well the candidate's values and work style align with your company's culture.This can be done through behavioral interview questions or by involving them in team interactions. Also you can conduct thorough reference checks to validate the candidate's past performance and work ethic

When all interviews are very structured, it can be difficult for the candidate and/or the hiring company to get a good sense of the people they’ll be working with and to make a personal connection. In my field, that personal connection is not only desirable for the interview process but also a critical skill I’m seeking in candidates.

Begin by developing a standardized set of interview questions that align with the job requirements and desired competencies. These questions should be open-ended and behaviorally-based, prompting candidates to provide specific examples from their past experiences. During the interview, follow the predetermined question sequence and avoid deviating from the script to maintain consistency across candidates. Additionally, allocate sufficient time for each question and allow the candidate ample opportunity to respond fully. Finally, refrain from introducing personal biases or making snap judgments, focusing instead on objectively evaluating each candidate's responses against the established criteria.

Active listening in interviews is vital for understanding candidates deeply and building a positive rapport. It involves attentive engagement, focusing on both spoken and unspoken cues, and helps assess a candidate’s true fit for a role. This approach encompasses avoiding distractions, utilizing open-ended, thought-provoking questions, and reflecting on responses for comprehensive understanding. A stimulating question might be: “How have your past experiences shaped your approach to unforeseen challenges in the workplace?” This prompts candidates to reflect on personal growth and practical application of their experiences.

To me, this is the most important part of selecting the right candidate for the position. A lot of times, candidates may forget to put something on their resume that may be important for the position. If you are actively listening to the candidate, you might get something out of them, such as an experience or maybe a special project they worked on, that makes them even more of a fit for the position.

Active listening is a fundamental skill for effective interviewing. Practice attentive listening by maintaining eye contact, nodding, and using verbal affirmations to signal your engagement with the candidate's responses. Avoid interrupting or rushing the candidate and give them ample time to articulate their thoughts. Pay attention not only to the content of their answers but also to their tone, body language, and non-verbal cues, which can provide valuable insights into their communication style and interpersonal skills. Additionally, demonstrate empathy and understanding by acknowledging the candidate's perspectives and experiences, fostering a positive rapport and conducive interview environment.

Active listening is so important in an interview. You have to interpret their words an body language. You learn the more you interview as well. Some people are GREAT candidates who don't interview well. You have to be able to pull things out of people when they are shy or nervous. Little keys will give you insight to what type of employee they are.

Take Notes: Capture important points and observations during the interview to reference later When evaluating candidates. Note any strengths, areas for development, or specific examples that the candidate provides. Pay attention not only to what the candidate is saying but also to the underlying emotions, tone, and body language. This can provide valuable insights into their personality, communication style, and level of enthusiasm for the role.

Taking notes during interviews is vital for recalling candidates’ responses, comparing them, and justifying hiring choices. While noting down key points and impressions is crucial, balancing writing and attentive listening is a challenge. Employing a shorthand system, focusing on essential details, and using symbols or ratings enhance efficiency. Additionally, as an iPad and pencil user, my notes are conveniently digital, allowing for easy storage and retrieval without the need to rewrite. Reviewing these notes post-interview ensures thorough evaluation and informed decision-making.

Taking detailed notes during the interview is crucial for capturing relevant information and impressions about each candidate. Use a structured format to record key points, observations, and examples shared by the candidate in response to the interview questions. Include specific details such as relevant skills, qualifications, achievements, and areas for further exploration or clarification. Additionally, note any notable strengths or weaknesses observed during the interview, as well as any follow-up questions or action items to address post-interview. By documenting your observations in real-time, you can maintain objectivity and consistency in evaluating candidates and refer back to your notes when making hiring decisions.

You most definitely want to take notes during the interview. You will have several people to interview for any given role and as good as your memory is, you can forget little things that can make the difference in who you choose. Take time to go back and read everything before making a final decision.

it's always better to have more than one person in the interview if possible. Everyone is different and can possibly catch something you missed or see something in a different way. Even if they disagree with you, their opinion will help you to see things in a different light.

Including key stakeholders in the process through 1:1, small group, or panel interviews is a best practice when it comes to hiring the right person. The key here is to provide them with questions or criteria on how we are going to grade/rate the candidate. It's important to understand how this new hire would interact with each member of the team, by asking behavioral-based questions you can understand what this person would be like to work with - how they communicate, make decisions, and how they go about building engagement and buy-in from their teams. More is better WHEN you have agreed upon the characteristics you are looking for and have questions for the team to help them identify if the candidates have those characteristics. .

Being human and empathetic when assessing any gaps in employment or reasons for previous job transitions is crucial. Focus should be more on capabilities and attitude.

To ensure that we find the most suitable candidates for the available positions, we kindly request that applicants provide us with a video showcasing their skills in performing the required tasks. For instance, for a data entry position, we would provide a sample data entry assignment for them to complete, while for web development, we would provide a sample web development task. This approach helps us to evaluate the skills of the potential candidates and select the best fit for the position.