3 Ways to Run a Better Interview and Narrow Down Your Candidates
- Mar 31, 2016
Job candidates often feel the pressure is only on them during an interview, but the person conducting the meeting bears a lot of the responsibility for whether the interview is a success, regardless of whether a hire is made from it. Interviews provide you with the opportunity to evaluate a candidate’s communication and social skills and allow you get a “feel” for who they are. By properly preparing for the interview and asking the right questions, you increase your chances of making the right hire. Properly preparing and knowing the right questions to ask aren’t easy tasks. Do you need to ask questions like “What’s your greatest weakness?” Here are three ways to run a better interview—one that works for both you and your candidates, and results in successfully narrowing your choices down to the ideal employee.
Identify Job Duties and Requirements
Develop a Standardized Interview Process
Reserve Candidate’s Questions for Last
Utilizing an AgencyIt can be extremely helpful to use a hiring agency when searching for the best candidates. Agencies streamline the interview process by pre-screening and short-listing applicants, making it easier for you to concentrate on identifying which pre-screened candidates will best fit into your organization’s culture. Be sure to work with an agency that uses the same hiring criteria your organization does. Remember; your job is not only to assess candidates but to convince the best ones to stay. Following these three steps will help you make the right hiring decisions more consistently. And, as to whether you need to ask a candidate: “What is your greatest weakness?” Many experts say yes, though it can be done in more creative ways.