Interviews

Now you have advertised your vacancy and the applications have rolled in, it’s time to select the best candidates and start the interview stage. Normally an employer will interview three or four candidates whose resumes show the most promise, but it’s up to you how many you see.

Here are some of our top tips for interviewing candidates:
 
  • Create a template with all the questions you want to ask, along with space for making notes of their answers
  • Your questions should be set up to learn as much relevant information from the candidate as possible – probe their experience and ask for examples of situations they have been in
  • Use leading questions to get the candidate to do most of the talking (e.g. Tell me about the biggest challenge of your last role). Avoid questions that can be answered yes or no (e.g. Have you ever had to work to a deadline?)
  • Don’t be intimidating or aggressive in your questioning, make sure the candidates are relaxed and at ease – they will reveal more about themselves
  • In an interview you are not trying to catch the candidate out but provide them with an opportunity to demonstrate their skills and experience. Be open about the reason behind your questions and what you are trying to determine
  • Invite interviewees to ask their own question – remember that it’s a two way process and they are trying to figure out if you are a good person to work for
  • Psychometric testing…
Many employers use questionnaires to measure personality traits and likelihood of being a good ‘cultural fit’ for an organisation. There is often no real pass or fail grade, it just provides employers with a bit more information about candidates’ personalities.
 
Skillsroad offers such a test, the “Career Quiz” which is available for free and can be completed in less than 15 minutes. It will help you and your candidate to discover their personal style, the type of person they are and what influences their behaviour. You’ll discover things like what they’re naturally good at and why they’re likely to be suited (or not!) for you role. You’ll also learn about their special qualities and the values they’d bring to a job.

There are other versions that look at a candidate’s ability or competency, depending on the role. These do come with a score for you to rank candidates against each other.
 
Once again, Skillsroad is able to help you spare the headache with testing candidates, thanks to the Skillsroad Job-Fit Test. The Job Fit Test assesses job-seekers in their work readiness (workplace behaviour, communications and conduct) then their job-fitness to your specific role.
 
Example Interview Questions

 
Skillsroad Career Quiz
 

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  START QUIZ
Skillsroad Job Fit Test
 

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  START TEST

Many employers use questionnaires to measure personality traits and likelihood of being a good ‘cultural fit’ for an organisation. There is often no real pass or fail grade, it just provides employers with a bit more information about candidates’ personalities. There are other versions that look at a candidate’s ability or competency (for example typing speed or manual dexterity), depending on the role. These do have a pass or fail score.

Many recruitment agencies will ask candidates to complete a psychometric or competency test prior to referring them to the interview stage. You can use the results as a talking point in the interview.


 

 

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