One of the most important aspects of any business is the process by which it selects and recruits potential employees. Why is it, then, that so many are still relying on outdated interview methods in today’s modern age of globalization and competitiveness?
Some hiring techniques obviously lend themselves more to certain industries, but as any recruitment specialist will tell you, techniques that reflect the values of the business go a lot further when attempting to find the right candidate. Why is this important? Because hiring the right recruit from the outset makes good economic sense, pure and simple.
In this article, we’ll attempt to discuss some of the modern rules of interviewing and how recruiters can maximize the results of their efforts.
- Psychometric Tests
This type of testing can provide recruiters with objective data on subjective measurements that relate to reasoning, aptitude, personality and motivation. They are designed to gauge a person’s response to different hypothetical scenarios and how they would act under such circumstances.
Advice: This doesn’t mean you have to bring in a couch for your potential recruit to lay down on to discuss their feelings and life’s decisions. It just means that you begin to understand their needs to figure out if they would be happy and comfortable taking on the role.
- Behavioral Based Interviewing
Also known as competency-based interviews, the goal here is to explore the capabilities of the interviewee. These have much to do with problem-solving, and like psychometric testing techniques, are designed to test certain skills.
The difference is that in this case, the interviewer would generally ask direct questions of the candidate. If you asked the question, “Tell me about the last time you failed” – a confronting question to be sure – you’ll quickly find out if you’re about to hire a good fit, or a bad apple.
Advice: Take the time to prepare your questions. If you come off unprepared, you cannot expect your interviewee to respond properly. Don’t forget that seemingly random questions can be a great way to relieve the tension that is inherently present within most interview rooms.
- Group Interviews
Group interviews are perhaps the most dreaded and intimidating interview technique of all time and are every candidate’s worst nightmare. However, as employment typically involves a team of people working together in the same environment, this can be one of the more effective methods of hiring.
Advice: If you consider going down this route in order to save time, remember that you can still make it fun. This has everything to do with perception – if you conduct a boring interview, your potential employees will believe the company is boring and be less inclined to participate to their full extent.
- Personality Tests
It can be said that matching the right personality to the right job role is one of the easiest things to do on paper but the hardest thing to do in reality. It is something that only comes with time, and you’ll most likely end up basing your decision in accordance to first impressions.
Advice: People often present a mask when meeting a person for the first time, and as such it can be difficult to establish trust. Personality tests can be a good tool to see if the potential candidate’s true personality is a fit for the position. Just remember to remind the candidate to answer honestly and that there are no right or wrong answers.
- Digital Presentations
As more and more companies go global and begin assembling teams of contractors working from home – an arrangement that seems to suit many modern employees – recruiters are finding that one’s work will speak for itself.
Advice: Digital interview techniques such as online trials and take-home assignments, in tandem with Skype conversations, are becoming increasingly prevalent. Extending an offer of employment based heavily on a person’s ability to conduct themselves in a real-world scenario can be one of the best ways to truly gauge their fit.
The point is, there are so many new and interesting ways for interviews to be carried out in today’s fast-paced and technologically connected world. The next time you’re face to face with a potential employee, give some thought as to how you can restructure and reorganize the rules of established interviewing techniques to better suit your needs.
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