Do the interviewers also need to make any preparations when they want to hire the best talent? Yes, they definitely do! And for making those important preparations, they too need some critical Interview Tips for Hiring Most Suitable Talent.
Most of the people who are sending applications and resumes for jobs either for their first job or for recruitment in better jobs to improve their career prospects seem to believe that it is quite easy for employers to hire people through a well-structured recruitment process. They appear to think that while candidates struggle hard to prepare their resumes; train for group discussions and finally for the recruitment interview, the interviewers are a relatively happier lot who do not have to do any hard work in order to hire the best talent. Well, that may not really be the case!
Do the interviewers also need to make any preparations when they want to hire the best talent?
Yes, they do. The recruiters or interviewers also need special skills to hire best talent.
Hiring the best talent is never an easy job. When a recruiter goes through the resumes of applicants as a part of the recruitment process, he across various achievements of the candidates which have been differently presented to catch his attention.
These resumes give out some definite details about the talents and potential of each applicant including their communication skills. However, it is only during a face to face interaction during an interview that the recruiter can detect some really good talent.
As a proficient interviewer, the recruiter’s job is to hunt out the best talent or the candidate who has the best potential to perform exceedingly well in the job function. To select and hire the best talent out of many interviewees who would be having somewhat similar experience and educational qualifications would be a herculean task. If you are familiar with some tricks-of-the-trade, i.e., you have some handy tips, that would certainly make things easier for you as an interviewer.
Also please see: Useful Phone Interview Tips
Interview Tips for Hiring Most Suitable Talent
A large number of tips from different perspectives can be given to a prospective interviewer to help him hire the most suitable talent for a particular job or career opening. With the applicant’s resume in front of him, an interviewer can ask any number of relevant questions based on the details mentioned in the resume. However, we have short listed some key tips for you as an interviewer, which we hope will help you hire the best talent:
1. Project yourself as a facilitator
Know for sure that highly qualified and talented professionals are well aware that they are in demand in the industry. So, instead of projecting yourself as a tough interviewer, have the approach of a facilitator. That will make the communication smooth and easy for both. Ask a candidate as to what kind of work situations really excite him.
An ambitious person would often look for a definite career path where he can best utilize his talents. Ask him about his expectations from a progressive organization which will make him feel enabled to make a difference. Ask him regarding the employee development measures that he expects from the employer. Discuss his potential for advancement in the organization. Make a note of all the communications including non-verbal communications that emanate from him in response to your questions.
2. Have a Team Spirit Approach
When you intend to hire technical people, it is better to have at least two interviewers take the applicants’ interviews. While one could be a technical person, the other interviewer may apprise the candidate about the work environment, team spirit amongst co-workers and other routine communication with the candidate during the interview. Technical interviewer may, on the other hand, ask some tough technical questions which could set the candidate thinking. If he feels challenged enough, he may show his latent talents as well. Technical people often interact better with their technical counterparts rather than HR professionals or recruitment experts.
3. Take a peep into the candidate’s thinking process
Asking questions such as, “How many tennis balls would fit in a limousine?” can perhaps help you get you know how an interviewee analyses or approaches a given situation and how good his problem solving abilities are. Anyone trying to hazard a guess may not be a suitable candidate. However, if an applicant starts thinking aloud about the actual size of a limousine and that of a tennis ball, he would definitely be a more talented person. You would not essentially be looking for a correct answer but for a correct thinking process.
4. A look at the candidate’s willingness and ability to learn from his mistakes and criticism thereof
If you wish to know as to how a candidate receives feedback and learns from the same, ask him a question like, “What is your most memorable criticism received and what have you learnt from it?” His non-verbal communication may provide you some valuable inputs regarding the candidate’s attitude.
Constructive criticism helps in positive learning. A person who does not remember having committed a mistake ever may actually be lacking the ability to learn from his mistakes. He may not be comfortable receiving criticism, even for his own or the company’s good.
5. Judging the candidate’s ability to face unexpected situations and questions
During a recruitment interview, if you abruptly tell a candidate to tell you something about the interviewers or the company that he intends to join, his replies may help you judge his ability to answer any unexpected questions from a client or to face unexpected situations, which are both realities in the work environment. The replies will also tell you if the applicant has done enough research about the company and its recruitment processes. If the candidate appears nervous, this non-verbal communication from him may be enough for you to judge his abilities.
6. Assessing the candidate’s orientation towards his goals and self-improvement
Research has established that talented professionals keen on making a career maintain a balance between their personal and professional life in order to achieve success. They make conscious efforts to do well in all spheres of their life, be it physical fitness, family life or learning, in general, for constant self-improvement. So, asking a candidate as to what he does for fun may be quite revealing. A person who learns how to play a musical instrument or renders some voluntary or community service in his spare time is very likely to stretch himself in a professional work environment as well.
It is evident that it is not easy to detect and hire highly talented people without making some extra effort. As a recruitment expert, you should structure the interview well and should be clear of the objective behind all those random looking questions that you intend to ask.