We know you’ve seen them, the 10,000 articles out there about candidate screening questions. The “how to’s” the “dos and don’ts” and, of course, the “best practices” articles that flood the internet. It can almost convince you to believe that interviewing a new applicant is simple, or at least easy to follow given this “quick recipe to interviewing success.”
Let’s cut it down to brass tacks; even seasoned recruiters and HR professionals have trouble occasionally with interviews. Here at ClearCompany we offer video interviewing as one of our many key features to onboarding employees successfully and understand there are specific ways to interview correctly. Video interviews are becoming a regular occurrence for many companies, 63% of HR managers conduct these types of interviews in the workplace, so it’s important to learn how to do them right.
63% of HR managers conduct video interviews. It’s vital to learn the correct tactics for efficiency.
Pre-recorded video interviews have the ability to screen out the candidates who aren’t right for your company without lengthy phone screens or face to face interviews before the right stage in the process. Below are six common questions to ask when you are interviewing candidates.
1. “What is your ideal job?”
Sure, this question seems like an easy first question. It gives the potential employee a chance to open up right off the bat. Pay attention to things they say they want that you cannot or will not provide as an organization or in this specific role. If the potential employee mentions something your company can provide, it gives you a chance to make a note for the face to face interview (should that potential employee make it that far).
2. “Why did you choose us?”
Here is where you find out how much research the potential candidate did on your company before the job interview. How did the candidate answer? Now compare the first question to this question. The goal is not to screen people out, but to decipher if the job seeker has the capability to articulate their goals and ideals. If the candidate can attest to their talents and goals, imagine how they can communicate your company’s talents and goals if they get hired.
Candidates who research shouldn’t be a perk anymore, but more of a necessity in today’s digital world.
3. “What can you contribute to our company?”
Why are you the best candidate for the job? What talents can you bring to the table? Here is where you find out what your potential candidate pledges to your company. What is their “it factor” how can this candidate diversify your talent pool? Listen for specific details or examples of similar tasks performed previously. If you understand what the position needs and how current candidates can fit into the position, it will be easier to fill your open position in a time efficient way.
“Leadership skills are often considered to be the most valuable form of human capital found in an organization. Spying leadership potential early in an employee’s’ career allows organizational leaders to assist the next generation of leaders to reach their maximum potential.” -Mark Williams, Management Training Specialists.
4. “What attributes are you looking for in a team/employer?”
In order to find out if a potential candidate will survive your workplace environment, you need to see if they will get along with the person managing them. Listen for specific attributes the potential candidate states as important or not important as far as employer characteristics go. A good clue to see if the candidate is positive fit for your company is hidden within the things they mention as good attributes. If the candidate lists a bunch of things they hate that employers do, you have spotted a red flag.
Big complainers in interviews are bright red flags for recruiters. Read these best practices:
5. “How would your past experiences influence decisions you would make here?”
This gives you a window into the potential candidate’s employment history. The most recent job a candidate had is most likely to be similar to the one you’re offering. But the last piece of the question is the most important.
Gaining insight as to what that previous job entailed is crucial to curating a position for this new potential employee. This information gives you evidence to their credibility and value as an employee in the field, or perhaps the exact opposite depending on how the previous position ended.
Why you should ask candidates about employment history:
Sticking to effective questions that elicit a passionate response will guide your interviewing process into a new realm of efficiency. See how you can incorporate a seamless video interviewing process into your recruiting process.
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