The team at Highland Recruitment knows that recruiting the right staff for your business can be an arduous task. While your business is growing, the world continues to turn and your daily tasks continue to pile up while you attempt to juggle all at once. The thought of hiring new staff that are right for the tasks you need to be done can be a little daunting, you might be nervous about the process and want it all to run as smoothly as possible while achieving the outcome of hiring a star recruit.
So, where do you start?
What do you ask each candidate? How do you ask it? What environment should you create?
These simple tips will help you feel comfortable and in control when managing the interview process.
1 – Create a job description
You should have done this already – it would have formed the foundation for your recruitment ad. But if you haven’t, make sure you do it before you interview a candidate. List the essential skills and experience the job is going to need so you can be laser-focused when you’re interviewing.
2 – Be warm and welcoming
This is such an easy thing to do. You’re going to get a much better outcome from the interview if the candidate is relaxed and feels comfortable in the environment you’ve created. Offer them some water and take a few minutes to talk about a light-hearted topic before you start the interview.
3 – Listen attentively
Remember YOU’RE interviewing THEM. You should do some talking, and answer questions about the business, but they should do most of the talking. Clear your mind, focus and listen carefully.
4 – Choose your questions wisely
Create a list of questions based on the essential skills AND soft skills you need the candidate to have. The technical skills are what you study for, like computer proficiency, project management, IT, marketing, sales, accounting etc. Soft skills are personal skills such as communication, teamwork, time management, problem solving, authenticity, leadership and the like.
When choosing between two seemingly equal candidates, ‘soft skills’ are the key differentiator. Research shows that when a new hire doesn’t work out, in 89% of cases it’s because the person lacked critical soft skills. As an interviewer, you are always looking for the correct hard skills AND the correct soft skills.
5 – Be methodical and take notes
Note-taking is essential in any interview. It allows you to keep track and remember what was said and how each candidate performed. It’s great to have a template to work from to capture your observations – this will make it easier to compare candidates when everyone has been interviewed.