Interview techniques to uncover each candidate’s potential
Hiring the right talent can make or break your team’s success. Yet, many hiring managers struggle with conducting interviews that uncover a candidate’s potential. In this article, we’ll explore the best practices for structuring interviews, preparing questions, and recognising the right fit beyond just technical skills.
Structure the interview for success
But, what does that really mean? An effective interview is a successful one. Having a clear structure not only helps the interviewer stay on track, but it also puts the candidate at ease, allowing them to perform at their best.
So, start with a warm introduction. Break the ice by explaining the flow of the interview, introduce yourself, the team, and the role the candidate is interviewing for. This will instantly make them feel more comfortable!
Don’t forget to outline the agenda. Let the candidate know the topics you’ll cover. And finally, keep time in mind! Try to stick to time limits for each section to ensure all areas are covered thoroughly without rushing.
Ask questions that reveal more than just skills
Remember, an interview is where you can dig deeper into a candidate’s personality, work ethic, and adaptability. Crafting the right questions is essential to learning whether the person is a great long-term fit.
Try to ask as many behavioural questions as possible. These focus on how candidates have handled past situations, which can give insights into their future performance.
A few example questions:
“Can you describe a time when you faced a difficult challenge at work? How did you overcome it?”
“Tell me about a project where you had to work closely with others. What role did you play in the team?”
These behavioural questions often reveal a candidate’s problem-solving skills, communication style, and ability to work under pressure. All skills that are vital to creating a well-balanced and successful team.
Spot the right fit beyond technical expertise
While a candidate’s skills and experience are important, their soft skills and ability to align with your company culture is equally important. During the interview, try to look for these non-technical qualities:
Adaptability: How well can the candidate handle change? In today’s fast-paced business world, the ability to pivot is essential. Look for examples of flexibility in their previous roles.
Communication Skills: Pay attention to how the candidate expresses themselves during the interview. Do they communicate clearly and concisely? Can they explain their ideas well?
Problem-Solving Ability: Even if the candidate doesn’t have the exact experience you’re looking for, their approach to problem-solving might show they can quickly learn on the job. Look for creative solutions or times when they overcame obstacles.
Be aware of any red flags
While looking for the right qualities, it’s also important to be aware of potential red flags or anything that might raise concerns.
Keep an eye out for vague answers, maybe they can’t provide specific examples to your behavioural questions – this could be a sign that maybe they’re not as experienced as their CV suggests.
Notice if the candidates have a negative attitude towards their previous employers – this isn’t a positive sign!
Don’t forget to pay attention to body language and engagement. A candidate who doesn’t ask thoughtful questions or appears uninterested most probably isn’t genuinely invested in the role!
Candidate questions
Towards the end of the interview, always give the candidate time to ask questions. This not only helps them understand the role better but also gives you further insight into what matters to them.
Thoughtful questions about team dynamics, company goals, or role expectations can signal genuine interest and strategic thinking. On the other hand, overly focused questions on salary or hours might indicate misplaced priorities.
Then don’t forget to be clear about timelines and what the candidate can expect after the interview. A smooth, transparent process reflects positively on your company and keeps the candidate engaged.
Leading an interview that works goes beyond just evaluating skills – it’s about assessing character, cultural fit, and long-term potential. By structuring your interview thoughtfully and preparing questions that uncover more than what’s on a CV, you’ll be well-equipped to make better hiring decisions. If you’d like some further support
