How to prepare for an interview as the interviewer
March 11, 2019
No matter what side of the table you’re on, job interviews can be nerve-wracking. And while a bad interview can be a lost opportunity for an applicant, the consequences can be even worse for the interviewer. A Jobvite survey found that 34 percent of new employees leave their new positions within 90 days.
In addition to losing out on a potentially invaluable employee when this occurs, hiring managers must go through the entire time- and money-consuming talent acquisition process again while an important role remains unfilled. As such, here are a few job interview preparation tips for recruiters and managers looking to optimize their hiring outcomes.
Beware of the +1 strategy
It’s not uncommon for interview candidates to employ a rhetorical technique called the +1 strategy, wherein the interviewee will pick up on personal opinion or anecdote mentioned by the interviewer and respond with a comment expressing support for the opinion or sharing a similar anecdote. Candidates do this in hopes of forming a rapport with their hiring manager and improve their chances of getting an offer.
Though this strategy can be effective at making a candidate seem more likable, it doesn’t help the interviewer uncover useful information about the potential hire’s ability to perform in the position for which they’re being interviewed. As such, interviewers should be mindful of the +1 strategy and keep personal details to a minimum to keep the interview squarely focused on its subject.
Put the candidate at ease
Another one of the employer interview techniques that hiring managers should utilize is to put their candidates at ease during in-person meetings. The reality is that even the most promising interviewees can come off badly because they are overly anxious. Offering candidates water or coffee before beginning the formal interview can help break the tension. Once that happens, the interviewee will be able to gather their thoughts, relax and give responses that are more straightforward and focused.
Lay out clear expectations
43 percent of new hires that leave a job within three months do so because their day-to-day responsibilities aren’t what they thought they’d be. Accordingly, employers should make sure all interviews include a clear explanation of what the position entails. Employers also should present candidates with scenarios reflecting issues they will commonly encounter in the position they’re seeking.
Additionally, interviewers should solicit candidate questions about the position that needs to be filled. Doing so will give employers key insights into whether or not a candidate is up to the job, irrespective of their credentials.
Assess the candidate’s fit within the company culture
In addition to asking interview questions about core competencies and past work experience, it’s also a good idea to make inquiries that will help assess a candidate’s capability to fit within the company’s existing culture. 32 percent of new hires that abandon a job within three months due so because they dislike the organization’s culture.
Let’s say a promising candidate with lots of relevant experience comes in for an interview. Everything goes well, but near the end, the applicant explains that they tend to thrive in a relaxed and informal corporate environment rather than one that is high-pressure and formal. If the interviewer’s organization is more the latter than the former, it might be best for all concerned to simply move on.
Pay attention to nonverbal cues
Another key employer interview technique is to pay close attention to an applicant’s nonverbal cues or body language. This is important because managers can uncover key insights into individual jobseekers’ employability. For instance, ask a candidate how they would resolve a particularly complicated problem that is common in the job they are seeking. If their response is sensible, but their body language is hesitant and insecure, they may not an ideal hire.
Utilize quality hiring software
One of the best ways to prepare for job interviews is to process candidates through a quality hiring software solution. JetPay’s workforce management platform offers employers a range of features that can simplify and optimize the entire talent acquisition process. To start, it gives recruiters and hiring managers to the ability to automate job postings on top job boards and social media sites.
Next, it helps employers screen out applicants who aren’t the right fit due to a lack of core competencies, qualifications or location. The platform further helps refine the candidate pool by allowing employers to customize pre-interview questions. The software is equipped to standardize questions and non-selection responses in accordance with federal, state and local law to protect against potential liability.
JetPay’s platform also allows recruiters, hiring managers and division heads to collaborate on candidate selection. As such, employers can ensure a higher degree of cultural fit because all the key personnel a new hire will need to interact with once they finish onboarding will be familiar with their background and skill set before they start work. The software also allows employers to conduct background check, electronic work status verification and to make the appropriate tax filings from within the same dashboard.
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