There aren’t many job seekers out there who are actively excited to be interviewed by an organization. But it’s not all that different on the other side of the table. Interviewing dozens of applicants over the course of a few days can be mundane and frustrating, as you fear that you will never find the right person to fill the position. Here are a few things you can do to make the entire interview process go smoother, from the moment you receive the resumes to the minute you offer an applicant the job!
Dealing With Hundreds Of Resumes.One of the worst parts of the interview process comes long before any interviews are scheduled. If you are looking to hire new employees, you can expect resumes to come in droves. Having a gigantic pile of hundreds, if not thousands, of resumes isn’t uncommon. Sorting through them to find the candidates that you actually want to interview is time-consuming and resource intensive.
Here is a place where Spectra360 can help. Rather than you getting bombarded with resumes to fill a new position, we can go through our massive database and narrow down your search to just a few promising candidates. Not only will this save you massive amounts of time, but it will also mean that you are going to be seeing more qualified people in the actual interview process. We cover contract employees, temp-to-hire, and direct hire, ranging from entry-level positions to executives. Let us set your interview process up for success!
Put The Applicant At Ease.Interviews are stressful situations. Even the most confident applicant can feel nervous when they walk into the room. To get more relaxed answers that will give you a feel for who this person is, it’s crucial that you don’t compound the nerves that they are feeling. If they see unsmiling faces staring at them, that’s likely to up the stress level quite a bit! It’s amazing how a simple smile and handshake can make an applicant much more comfortable in the room. Start the interview by telling the applicant how the interview process will go. Warn them that you might take notes and let them know that there will be time for any questions they might have.
Make A List Of Questions.Although every interview will be different, depending on the applicant in the chair, you should always stick to a set number of questions. By asking every applicant the same things, you will be able to compare and contrast their answers, helping you figure out who would be the best fit in your organization. When coming up with a list of potential questions, you want them to be inquiries that will spur conversation with the applicant. This means open-ended questions, rather than ones that can be answered with a yes or no. You always want to elicit the most information out of the person on the other side of the table so you can make the best possible choice.
Avoid Stereotypical Questions.Want to know one of the most hated questions that can be asked when you conduct an interview? “Where do you see yourself in five years?” Want to know the second most hated question? “What would you say are your biggest strengths?” These questions have become so standard in interviews that they are almost punchlines. Moreover, they won’t give you that much useful information. Asking someone where they see themselves in five years is basically asking them to fantasize. And asking someone about their greatest strengths will just get you a list of adjectives without any proof that they are true. Instead of these old, boring questions, try these instead. “What would your ideal work situation be?” and “Tell me about a time when your strengths helped you at work?” These will give you much more useful information about the applicant.
Imagine that you have two applicants. One of them has an incredible resume that ticks every box on your list of things you are looking for in an employee. The other doesn’t have quite as impressive a resume, but you just have the feeling that they would fit in well at your organization. Which one do you choose? If you want our advice, you pick the one who will fit perfectly into your organization’s culture.
Be Sure To Interview For Culture.
Even a hyper-competent, hard-working employee can find themselves unable to succeed with an organization if they just don’t fit into the culture. Trying to adapt will be a drain on them, and frankly on the people around them. If you hire the person who you believe will be an excellent fit, then you can help them develop the skills that were somewhat lacking on their resume when you first hired them.