Conducting a better job interview


Conducting a better job interview

Even with a tight job market, companies need to make sure they're not just hiring people to fill open positions quickly, but also getting the process right. The extra focus on efficiency required by today's climate, however, provides companies with a chance to examine their hiring processes from start to finish and determine if they could be doing more to improve their outcomes.

Often, that kind of approach can and should start with the real proving ground of any hiring process: The interview. With that in mind, here are five tips to ensure an interview goes as well as possible.

1) Get to know the interviewee

One issue the people conducting interviews often encounter is that they end up asking the same questions of everyone, and that usually happens because they don't know what to really talk about, according to LinkedIn. With that in mind, putting more time and effort into researching each person and learning more about them, their professional interests and so on can help make the interview a little easier to get through.

2) Make it conversational

A lot of times, interviews aren't as effective as they perhaps could be because the people looking to get hired see them more as an interrogation, LinkedIn further advised. The fact is that when candidates just end up having to answer question after question in an interview, they're going to feel defensive or even uncomfortable, and certainly not put their best foot forward.

That, in turn, means those interviews might not be as effective as possible.

3) Get more people involved

When only one person conducts the interviews, it may be more difficult for companies to get as much mileage as possible from the process, according to the Harvard Business Review. The fact is that, even without meaning to, job seekers bring individual biases into every conversation, and that could lead to some great candidates slipping through the cracks.

But when businesses use two or three people in job interviews, it can lead to better decision-making than going with a single person who calls the shots.

4) Consider the future

Sometimes, especially when trying to fill non-entry-level jobs, companies think a little too much about the present, HBR noted. The qualifications a person has right now are important, but if they're relatively young (for instance) and seem to have potential, they might be a better hire than someone who's more qualified and experienced today but perhaps a bit older. Taking a candidate's room for growth into account can help ensure the company is always making progress.

5) Get a feel for candidates

Finding out more information about how a potential hire prefers to work is vital, but sometimes overlooked in the interview process, according to Monster. If a company relies a lot on collaboration but the candidate likes to be left to their own devices, that might not be a match even if all their other qualifications are top-notch.

Taking a holistic look at the interview process and figuring out any areas where improvements could be made will often go a long way toward keeping companies on solid footing as they continue grow.

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