As recruiters, we receive hundreds of CVs for every role, pre-screen all the promising candidates over the phone, and schedule in-person interviews with the very best. We’re confident at least one of them will be a great fit for our clients… but now it’s over to you. As an employer, how do you pick the best person for the job?
Save yourself the cost of making the wrong choice–follow our 9 tips to help you find the perfect candidate:
- Read Body Language
This one is not so easy on Zoom, but if you’re interviewing a client in person, notice how they shake your hand, how they’re sitting, gestures, and eye contact. Body language can tell you a lot about how a candidate is feeling, what they’re like as a person, and whether they’re really interested in the job.
- Look for the STARs
Your choice should be focused on the candidate’s specific accomplishments and experience. When you ask about their past achievements, look for answers that follow the STAR method (situation, target, action, result). This will give you clear insights into what they could bring to your team.
- Evaluate Their Attitude & Work Ethic
Watch out for any indicators that the candidate has trouble working with people, including complaints about past managers or colleagues. Ask them how they handle heavy workloads, organisation, and shifting priorities.
- Check Their Appetite for Learning
Employees with the highest potential are usually very curious and want to be lifelong learners, always adding something new to their skillset. Candidates like this will be able to grow with you and become invaluable resources.
- Get Feedback From Your Team
Some of your employees probably interacted with the candidate outside the interview. What did the receptionist think of them? If their potential colleagues gave them a tour of the office, how did that go? How people behave when they don’t think they’re being tested can be revealing.
- Get Them Talking About Their Passions
If you want to learn what really makes a candidate tick, don’t spend the whole interview challenging them. Get them talking about a topic they’re passionate about and feel comfortable and confident with. You’ll get an insight into who they are at their best.
- Give Them Something to Do
Give your candidate a project or a problem to solve, but don’t just focus on the end result. Use it to observe how they develop processes and find solutions.
- Pay Attention to Their Questions
Most candidates know they’re expected to ask questions at the end of an interview, but what are those questions like? Are they insightful? Do they show enthusiasm? Paying attention to their questions will help you gauge their level of interest, how they process data, how they diagnose problems, and more.
- Ask Yourself These 5 Questions
Before you make a job offer, make sure you can answer “yes” to these questions:
Can they do the job? Are they motivated to do the job? Are they interested in learning new skills? Are they coachable? Are they a good fit for your culture?
Look beyond their skillset and how they look on paper. You’re not just hiring the person they are now, but the person they have the potential to grow into.