Determining The Interview Questions
Bear in mind the two main types of interview questions:
- Closed-ended or direct questions that focus on facts
- Open-ended questions, which generally fall into one of the following categories:
- Hypotheticalthat is, what if questions about a situation that has not happened
- Behaviouralthat is, questions that ask the candidate to describe past behaviour when they handled a real situation
Open-ended questions will be the most relevant as they allow you to assess the candidates ability to communicate in a non-structured way. This can create opportunities for you to probe into many important aspects of the persons experience and skills.
How To Assess Candidates In A Job Interview
Are you sure you are assessing your candidates the best way? Learn the best practice tips and tricks for assessing candidates in a job interview. Youll also discover 5 questions that can help you assess the performance, responsibility and ownership the candidate has displayed in the past.
How To Structure Your Interviews
Structured interviews are effective methods of predicting job performance. Their three main characteristics are:
- You ask all candidates the same questions.
- You ask questions in the same order.
- You evaluate answers based on standardized rating scales.
The first two characteristics are easy, yet critical for success. If you ask different questions of each candidate, its impossible to objectively compare their answers. This will result in you trying to make a hiring decision on your gut feeling which potentially leads to harmful biases and discrimination.
So, when you decide which interview questions to ask, spend some time putting them in order. To do this, use the format of an interview scorecard its possible your applicant tracking system has a function to help you build scorecards and share them with your team.
The third characteristic of a structured interview the rating scales is immensely helpful in ensuring youll hire objectively. You create a scale and then you evaluate candidates answers with that scale. To do this right, define what exactly each item on the scale means.
Alternatively, you could use a simpler scale, such as Yes, No and Definitely
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How To Be A Standout Candidate 5 Tips For Interview Success
We know that searching for a job can be a difficult and overwhelming process at times. Although you may reach the interview stage, you need to ensure that you stand out from other candidates in the same situation. We want to provide you with some job interview tips, so that you can be successful in your career. Here are five tips on how to be a standout candidate:
The Right Voice Phrasing And Tone For Interview Invitation Emails To Candidate
Establishing the right voice in your interview invitation emails is crucial to setting the spirit and attitude of the interview itself. Maintain a voice that is consistent with that of your company, but also keep it light and conversational. If you need reference, check out some of your marketing materials and social media posts. These are good indicators of your companys voice. Even if your companys voice is direct and serious, keep the tone light and complimentary. An invitation to schedule an interview is an opportunity, so you should phrase it as that. An upbeat tone with simple phrasing will help candidates feel welcomed, appreciated and excited to interview!
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What To Include In Your Interview Invitation Email
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Typically, recruiters opt for the ultra-formal interview invitation email one that simply states that they reviewed the candidates materials and would like to set up an interview. While its important to be clear and concise in interview invitations, its also a great opportunity to create a stand-out candidate experience.
Use the interview invitation email to convey your excitement about the candidate, emphasize your company culture and highlight your employee value proposition. An upcoming interview whether over the phone or in-person can be a source of stress for job seekers, so go above and beyond to make them feel comfortable and confident.
Also, be sure to include all the information they might need to prepare. Doing so will make them feel valued, and theyll see you as an employer that truly cares. At the bare minimum, mention the following details in your interview invitation emails:
What To Assess In Job Candidates
For any job, the following are usually the key assessment aspects:
Just make sure you dont hire based on the cultural fit alone!
In most cases, these are evaluated subjectively by those involved in the selection process and a decision is basically taken unanimously on gut feel.
However, one of the key aspects that gets ignored mostly is How did the employee perform in his previous roles and jobs?
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Whats One Fact Thats Not On Your Linkedin Profile
Heres another open-ended question to ask an interviewee that can help you uncover some interesting insights. Similar to asking, What do you think I need to know that we havent discussed? it could spark some conversation about a hobby outside of their 9-to-5 life or even a compelling story that reveals more of their strengths and motivations. This question can help you understand not just what a job candidate has done, but why.
Create A Great Job Description
Create a job description listing the essential skills and experience.
If you want to hire the perfect person for a position, you need to have a really good description of the position. Don’t get caught up with lots of bullet points, like “Office Experience,” and “Computer Skills.”
A good description shouldn’t over-describe. It should focus on what is absolutely necessary for someone to be successful in the position, and describe what success looks like over specific periods of time typically 30, 90, 180 days, and 1 year.
Use the job description as a roadmap for creating questions.
For example, if you’ve determined that customer service skills are essential, you’ll want to create questions related directly to that. How do they define customer service? What is the best customer service experience they’ve ever had? Review all your essentials in the description and build questions directly related to them.
Write out your questions beforehand.
You might think you can remember all of your interview questions, but the reality is that the greatest weakness of most interviewers is exposed when they try flying blind. Write down your questions, and be sure to give yourself enough blank space to jot down notes.
Jot down notes during the interview.
Get specific details and come back to them.
Make sure you’re on the same page with salary expectations.
Ask detailed questions about roles that lasted less than two years.
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If An Employer Is Scanning Resumes/cover Letters
Find out what type of paper you should print your resume on. Whether you need to write a new one or tweak your current version, these samples, templates, and writing . But a resume is a . Download the ebook of this tutorial at: Make your professional resume stand out with these helpful resume . In the era of the internet, more and more people apply for jobs and network online. Make sure you use keywords throughout your cover letter and resume that were in your job description. A cv is a complete look at your career, covering every aspect of your education, work and experience without the restriction of length. Want to take a step further and really impress someone in an interview? Your resume is the most important item you should bring with you. Your resume can make or break your job application. If an employer is scanning resumes/cover letters, . More often than not, all it takes to apply for a job is send a digital resume and cover letter.
A cv is a complete look at your career, covering every aspect of your education, work and experience without the restriction of length. Want to take a step further and really impress someone in an interview? Print full color or black & white resumes on a variety of paper options with fedex. But a resume is a . Even though the internship and job search has become increasingly.
How Would Your Boss Describe You
This may give you a sense of the candidates relationship with previous managers. Reliable? Prompt? Efficient? Keep in mind, though, who youre asking. The answer will be simply their opinion of what the boss might have said. Thats why its still critical to check references. Request a list of contacts and give former employers a call to hear how their impressions align with the candidates.
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Where Do You See Yourself In The Next 5 Years
An ambitious professional with a clear set of goals for the short, medium, and long term, is an invaluable asset to the company. This is true especially if they parallel their career growth with the company they are interviewing at.
As they grow professionally and financially, the company grows and expands too.
During the interview, confident job seekers will discuss that they seek a company with upward mobility as they help the company prosper.
Cold Candidate Interview Invitation Email
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If you come across a truly excellent potential employee when sourcing candidates, you may want to talk to them immediately especially if theyre in a high-demand role, like a software engineer or developer. Use the following template when reaching out to a candidate for the first time to invite them to an interview.
Subject Line: Opportunity at
I came across your profile on and was interested in your recent work in . Im a recruiter at , and were looking for a that I think you would be a good fit for.
I would love to hear more about you and tell you about the role. Are you free this week for a quick 15-minute call? Im available at the following times:
Please let me know if any of these times work for you.
Looking forward to hearing from you.
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What Not To Do When You Reject A Job Candidate
The first consideration when you reject a job candidate is that you are not rejecting the candidate as an individual human. So, you want to term the rejection in a more positive light. Don’t use the word rejected.
Say instead, “The selection team has decided that they will not pursue your candidacy further. We will retain your application and consider it when additional openings come up.” Additional cautions include these.
- You may reject applicants using an email up until they have come into your company for a job interview. After an interview, you must call the applicant. Never reject the candidate by email, text message, voicemail, or IM. You owe the candidate the courtesy of a call even if you follow up the call with a rejection letter.
- Make sure the applicant cannot misconstrue the words you use or find evidence of unlawful discrimination. For example, you may be tempted to tell the applicant that you have decided that you have candidates who are more qualified for the job. The candidate could well ask you to detail the differences. Why go there?
- Take care that you are careful about any criticisms or advice that you offer even when the applicant requests feedback. This can bite you in the form of an argument or make you vulnerable to a lawsuit.
Interview Invitation Email To Candidates Template
Wondering how to write an email to schedule an interview with your candidates?
Use this template for interview invitation email to candidates in order to ask candidates about their availability to schedule a job interview. Sending an interview invitation email to candidates is important, and it needs to be optimized to increase the response rate. Give candidates suggestions of some available dates and times that work for you.
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What One Skill Would You Like To Improve And Whats Your Plan For Doing So
If youve previously been relying on that cliché what’s your biggest weakness question, give this one a try instead.
Rather than asking an interviewee to point out her flaws and poke holes in her own candidacy, you can turn the tables by focusing on areas of improvement.
Additionally, the second half of this question gives that applicant a chance to redeem herself, so to speak, by explaining what action plan she has for continuing to grow and develop within her own field.
Ask About Their Short
During the interview, ask about any previous roles they had that lasted less than two years. If a candidate has multiple short-term roles, it may indicate some problems. Ask them why they left these roles. If they talk about problems they had that will be the same with the position they’re interviewing for, they may not be the best fit for the job. For example, if they didn’t like working early in the morning and you’re only offering an early morning shift, they may not want to continue pursuing the position.
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Have You Applied For Any Other Positions
If the interviewee has been applying for other positions, is a good idea to see what types of positions they have applied for. Are the positions similar to your opening or totally different?
If you speak to a candidate who is applying for many different types of positions in many different fields it may give you an indication that the candidate does not really know what kind of job they want and are just seeing whats out there.
Questions About The Recruiters Experience
You need to learn about the individuals recruiting experience. These recruiter interview questions should give you insight into the candidates professional background.
1. Describe your relationship with your last four clients.
2. About how many candidates did you communicate with for your last job order? Tell me about your process in narrowing them down.
3. Tell me each industry you have recruited for. Which do you think were the hardest, and why? Which industries do you feel strongest in?
4. Describe a time when you were unable to make a job placement. Why? Did you need to restart the process? Did you leave on bad terms with your client?
5. Are your clients happy with the candidates you are able to source? Was there ever a time when a long-term client no longer wanted your services? How did you react?
6. When you need to tell candidates they didnt get the job, what do you say? Do you remain on good terms with them?
7. What are some common challenges you face when working with a client? How do you handle these challenges?
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Make Natural Transitions Between Questions
Having a list of interview questions to ask is good practice, but it has an inherent difficulty: it might make the interview seem more robotic and inflexible.
For example, imagine youre listening to a candidates answer. When they finish talking, you may suddenly feel awkward, so you nod and say something akin to OK, interesting and then you move on to the next question. This isnt how a natural conversation would flow, and it might make the experience less pleasant for the candidate .
Can You Tell Me About A Time When You Overcame A Challenge
You know that most job seekers absolutely dread these behavioral interview questions. But, that doesnt change the fact that theyre an effective way for you to gain a better understanding of how that persons experience translates from paper to the real-world.
This specific question is a popular one, and for good reason. Starting a new job isnt a walk in the park. And, even after that new employee is established, hes bound to deal with some roadblocks every now and thenwhether its a conflict within his team or a project he doesnt quite know how to get started on.
Getting a grasp on how that person copes withand, more importantly, tacklesdifficult circumstances will help you zero in on the very best fit for that open role.
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Don’t Settle For An Employee Who Is Not Your Best Choice
Additionally, as an employer, if you’ve decided that the candidate is not the right person for the job, retaining the applicant tempts you to settle for an under-qualified or less than you had hoped for, staff person. This is not a cornerstone of a successful selection process.
One caveat, if you have determined that a person is both well-qualified and a good cultural fit, call the applicant to let them know the status of their application. Tell the applicant that you are still considering them for the position, but that you also have several other qualified candidates to interview.
In this way, you have not rejected an acceptable candidate and the candidate is not left in the dark while you consider your other options. This is courteous and respectful and it may help you avoid having to restart your recruitment.
A candidate who is not updated about your process may accept a position elsewhere. By staying in touch, you continue to build a positive relationship with a potential employee and their personal and business network.
Stay Up To Date With The Latest Employer Insights & Events
Doomsday scenario come interview day? You fail to gather the depth of information you need on your candidate, who ends up rushing for the exit door feeling more than a little awkward. Sounds comical, but it happens to bundles of businesses all too often.
Here are seven tips, truisms and interviewing techniques for employers to run a steady ship come question time – helping you to wheedle out the info you need to make informed decisions about your applicants.
1. Environment matters
Find somewhere quiet where you can speak without losing focus on the conversation. Your space should be private too. You might feel comfortable having your colleagues within earshot, but it will ratchet-up the pressure for your candidate if they feel that others are listening in.
Reserve your room ASAP if booking is required. Block out the diaries of everyone on the interview panel. And double check everything the day before your interview. Flapping around trying to find an empty room or missing colleague while your applicant loiters in reception will not reflect well on your company.
And that’s important because…
2. Interviews are a two-way thing
Of course, you hold most of the cards. But remember that your candidate is searching for the right fit too. You are an ambassador for your company, so it’s best not to rollout your version of the belligerent Alan Sugar thing.
3. Know the ABCs of candidate CVs
4. Explain how the interview will run
5. Interviews go quickly. Choose your questions wisely
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