The interview stage of the recruitment process is where it all happens. You’ll ask your candidate the questions to identify if they’re the ‘right’ fit. But, what are the questions you should be asking exactly? What behaviours should you be looking out for?
No matter how on the ball you are or how strong your recruitment instincts are, there are still questions to be asked. If you’re looking for tips on how to identify a solid candidate at the interview stage, continue reading.Download PDF
One of the biggest qualities a company will look for in a candidate is adaptability. Today we’re expected to be able to adapt in the workplace and switch between skills (it can be challenging stuff!). Your candidate needs to demonstrate that they aren’t scared of adapting whenever the situation may arise.
You don’t need to put them into a weird role play task, though this might mix things up a bit, rather ask the questions required. The candidate should be able to offer examples to you in the interview as to how they have grown and evolved in the workplace. Perhaps somebody was off unexpectedly in their old workplace and the candidate stepped up to take on extra tasks. Hoorah! This candidate is clearly somebody worth considering.
Being able to work as part of a team is super important for most roles. Although we spend hours at the computer in our work environments, collaboration and communication is a must. The candidate should be able to display that they are a team player at the interview stage throughout the answers they give.
Place emphasis on asking something that gives them space to talk about how well they work in a team. If the candidate is able to talk positively about collaborating with others, this is a great sign.
Working in groups allows people to thrive on all levels. Though independently we can still get stuff done, the ability to step up and work as a team is what matters. If your candidate can do this, they’re doing well already.
We should never ever place too much attention on negative experiences, but some of them are insightful. While plenty of people think that admitting to messing up a task may indicate they lack the skills to carry it out – we want to stress that isn’t true!
Instead, mistakes need to be looked at as a learning opportunity and an experience that can be avoided again. Straight out asking a candidate what they’ve done wrong in a job isn’t the way to go. Focus on asking the candidate where they have made mistakes or faced a challenge and what they took from it.
The ability to hold accountability for where things went wonky is actually positive. It also displays that the candidate is willing to learn and understands they can’t be perfect at everything. Self-awareness is a great skill and not one that should be overlooked. If you have found a candidate that has this skill, they could be the ‘right’ fit.
A CV should cover the basics of what the candidate can offer if they’re selected for the role. However, they should be able to expand upon different areas during the interview stage. Ask them for more information about a previous job where relevant, or about their old job title.
If they can answer with confidence (we like that), then they are already on the way to success. You should be able to ask for any elaboration on information in the CV and the candidate should be able to answer.
We’re not suggesting that your candidate needs to hop, jump, and skip to the interview room, but they should be enthusiastic. You will want to see the enthusiasm in their body language and through the questions that they ask.
Yes, that’s right. A good candidate should be asking questions about the role that they will potentially be filling. They will be interested in the company, the team that they may be a part of, and ultimately should have questions when you ask ‘Do you have any questions?’.
You want employees that care about their work and the first step is identifying whether they could take pride in their new role.
This next point may seem a little obvious, but it’s actually not. A candidate should be fully prepared for the interview and not be sat ‘umming’ as they gather their thoughts. When you ask your questions, the conversation should flow and not be an interrogation.
They will have thoughtful and well-constructed answers prepared and will seem interested. One worded answers won’t cut it. You should be able to identify a good candidate by the way they prepare themselves and how they’re saying it.
This is where your recruitment instinct comes into play as we mentioned at the beginning. Did they have great charisma and even made you laugh? Were you impressed by their ability to answer clearly and not leave you confused? Whatever the reason, sometimes you just know.
If you have a good feeling about a candidate and they’ve answered all the questions well, great news! You have most likely found the ‘rite’ candidate for the job. It’s time to reflect and send out that offer letter to the potential new employee.
So, you’ve read this content and you’re raring to get the ‘rite’ candidate for a new job opening that you’re managing. Whether you are recruiting in-house or you are a recruiter, we have plenty of useful resources for you.
Download our ‘Getting The Rite Candidate’ PDF available in our resources section. It covers everything you need to know about the recruitment process and how to ensure you get the perfect person for the job.Download PDF