There’s something special about meeting people in person, be it face-to-face, or via a video call.
While assessment tests and resumes can shed some light on the person’s technical skills and experience, it is the interviews that tell you whether the person is a culture fit, team player, tactical, and overall a dependable employee.
Interviews are a great way of explaining what responsibilities the new role would entail. Candidates receive some clarity on how their work life would be, and can take a more informed decision while accepting the offer.
Broadly, there are three types of hiring interviews:
From a bird's-eye view, interviews seem to be all about meeting candidates. We know less about the behind-the-scenes work on an interview. In this section, we break down the interview process into before, during and after phases for easier understanding, which will help you make the best choice.
Make them feel comfortable and at ease. It is natural to feel a little nervous while being interviewed. Be empathetic and ask them about their day or other random stuff in the beginning. The idea is to get to the actual interview process when the candidate is at ease. Simply put, focus on providing a great, memorable candidate experience, which will attract more like-minded referral candidates.
Be wary of the time and behavior. What you speak and how you behave is representative of your company. Ensure to start your interview on time and be polite, and turn on your videos, during remote interviews. make them feel comfortable. Ask appropriate questions and nothing that is unacceptable or discriminatory. Give them feedback once the interview is over and brief them of the next steps.
Hear more, and speak less. In any conversation, when you make the other person feel at ease, they tend to speak more openly. You will get more honest, candid answers to your questions and understand the person better.
Along with technical questions, it is important to know how the candidate would behave in different situations. Ask them scenario questions and understand how they would react to such situations. It can be about dealing with a difficult customer, working with the team, dealing with real-time issues at work, and so on. Look for practicality in the solutions offered. Ask them about challenging situations they have faced in their previous job roles and how they dealt with them. This allows you a sneak peak into their analytical and problem-solving capabilities
Sell the job. At every round of the interview, while assessing the candidate it is also important to let them know why they should work for you. Let them know how you are different from other competitors in the market and talk about the perks you offer to your employees. This helps not just in successfully hiring the candidate, but also with employer branding.
Do a background check on the candidate. Companies usually do a detailed background check on every candidate they hire. This brings to light any gaps in their career history that were not mentioned during the interview or any such hiccups.
Check with their references. Know about their nature of work, team dynamics, people skills, management style, etc., by talking to their references.
Decide the offer. Once you are convinced, discuss with the hiring manager on remuneration and perks you can offer the candidate. Discuss the numbers with the candidate over a call. Once they accept the offer verbally, go ahead and craft an offer letter to the candidate and get started with the onboarding process.
Hiring software that helps you from the start to the finish.
Autopilot workflows that auto-processes or auto-rejects candidates at the start.
Learn about the availability of the interviewers while scheduling interviews.
Collaborate with the hiring team in real time by gathering feedback in place.
Make an offer in no time with offer templates.
Assess the candidates using integration with online assessment tools.
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