What are some effective interview techniques for selecting the best candidates?

The overlying objective should be to first understand candidate's career objectives and match it with employer's growth plans, values and culture. Effective communication and transparency is the key here to form a strong base for the relationship with both key stakeholders - The candidate and the employer/client.

Effective interview techniques to select the best candidates include behavioral and competency-based interviews, structured and panel interviews, situational and strengths-based questions, case interviews, cultural fit assessments, reference checks, assessment tests, video interviews, role-play scenarios, future-oriented questions, and follow-up queries. Employing a variety of these techniques helps assess candidates comprehensively for their skills, experiences, and alignment with the organization.

An effective way to get started is to have a structured interview metric to main uniformity and to make sure the recruiter does not miss any key information piece from each candidate. It will also help to keep the process fair and well documented. I generally prefer an interactive and discussion based flow to make the candidate feel comfortable. Leave enough time in the end for the candidate to ask queries. A balanced mix of competency and behavioural based questions is suggested as per the job/skill requirement.

It always helps to have cross pollination of interview panelists as it helps to evaluate the candidate from multiple skill-lens'. Always a good idea if the hiring manager can conduct the first interview to provide maximum visibility on the opportunity, develop a connect and highlight and red flags, if any. This also helps instill confidence in the candidate and can help to attract the talent.

I agree about one-on-one and panel interviews, but don't understand what a group interview is. If several people's view is needed, the panel interview is the most effective way to get it. But "different perspectives, opinions and insights" sounds like a very confusing phrase. A good interview is well structured, even the questions and the order of asking these should be agreed upon. The most practical way of panel interviewing is that one of the interviewers is leading the process, i.e. asking all the questions and all the other panellists present evaluate each answer/criterion. They should complete their evaluations before they see other evaluations. If any discussion follows, it should concentrate on the differences of the evaluations.

Right, the hiring decision is a lonely decision the hiring manager has to make. For this, they can gather information from others, but they have to decide on their own. The contacts candidates provide for references are good and should be used. These are so-called front-door references. These people are prepared to tell you about the strengths of the candidates. They will not want to tell you anything critical. You can also use back-door references, information you get from anyone whom you know well enough to ask about the person whom they have worked with. You can ask permission to do these from the candidate, and usually, they agree. When making reference calls, ask about facts, not opinions.

To match the requirements with candidate resume , candidate resume is the strongest aspect and it gives enough of glimpses of what he or she as a person is, to go through set of certain situational questionnaire and about the company as it really matters .