How To Reshape The Interview Process

Daunting and sometimes overwhelming the interviewing process not only can get the best of the candidate but the interviewer. 

Eyes keep glancing at the clock – is that impatience creeping in? 

The candidate experience can make or break the outcome of an interview. Every interaction any candidate has with you, successful or not, should be a positive one. 

From the moment they apply for the post, to stepping through your office door – your potential new hire is getting a glimpse at how your company operates. 

Tired of the same old interview techniques? Here’s our guide to reshaping the process:

Scrap the resume

Fact: preparation is the key to a great interview. Whatever the outcome, you’ve done your homework. Or, at least the recruitment company that has sourced the best top talent on offer has. 

Before your candidate steps through the door, you should have at least read their resume. That should be the main reason why they are now sitting in front of you. 

So, scrap the standard resume built questions. 

Yes, you want to know about your candidate’s work history, but you also want to know what they have in store for their future. Focus on what matters. Why is the candidate attractive in the first place? Do they have any red flags worth noting? 

Interviews are always more informative if you can get the information you actually require. So “I see you’ve had a few roles in the past. Why did you leave the last 2?” will give you more insight into the candidate than a blanket work history question. 

Finding out what motivates your candidate is a good talking point. “I see that you worked at X for five years. What are you most proud of? What projects did you spearhead?”

Defined role

Assessing your needs and wants for your organisation ahead of an interview is good practice. 

Too often job duties, roles and responsibilities are left undefined, which causes complications later on for you and your employee. 

Determining the characteristics of the position ahead of time will ensure you hire the most suitable candidate. Is this a leadership or an order taker role? Or is this a tech role where the candidate needs to excel at communicating over tinkering? 

Knowing what your needs and wants are will allow you to create hard-hitting interview questions. So, if you have a challenging customer focused role on offer, how does your candidate deal with stressful situations? What happened, and how did they respond? 

Skills: lost in translation

Often when a candidate lists their skillset, they assume that they tally in with your expectations. So, what are the must-have skills for the role? If you don’t know what they are, it’s no surprise your potential new hire is confused too.

Asking your candidate for confirmation of their skills will let you assess how much of an asset they could be. 

For example, “on a scale of one to ten, how would you rate your PhotoShop level of expertise?” Followed by how they would execute a specific skill. 

If you’re feeling particularly interested in how well they can take on a task – allow your candidate to show you physically! There’s nothing better than seeing first hand how your candidate responds to a challenge while under pressure. 

Breathing space

Few people like an awkward silence. On the flip side, running your mouth too much can also be detrimental to an interview. 

Allow your candidate room to talk. 

An interview isn’t about you. It’s about establishing your next potential hire. You need to hear your candidate speak and see how they interact with you and your team. 

So, sit back and relax. Encourage your candidate with pointed questions, but never pry. You don’t need to know the ins and outs of their personal life. But finding out how they can have a positive impact on your company culture is gold. 

Dig a little

Now that you’ve got your candidate talking, dig a little. Find out what makes them tick. Ask them questions about real-life work scenarios and how they reacted in the situation. 

Ask open-ended questions. A simple yes or no is only a satisfactory answer to an unsatisfactory question. 

What drew you to the role? From your experience as an X, how did you manage to get to Y? Creative mind? Where do you see yourself in five years? 

Investing in your potential new hire ahead of the interview process will show in how you form your questions. Be prepared to go the extra mile. It may earn you your best hire yet.