Hiring new employees is expensive. For every open position that an employer has, there are recruiting costs, background screenings, drug testing fees, and labor associated with going through all of the applications...and this is not considering the costs associated with payroll for those who are interviewing the candidates. Inefficient interviews can lead to hiring the wrong people, which costs money and causes frustration down the road.
To keep costs down, employers should make the most of every candidate interviewing experience so they can select the right candidates to fill their positions and save money in the process. In order to make your job candidate interviews more effective, consider using the following best practices:
Complete Phone Screening Interviews
Phone screening interviews should be the first task on every hiring manager's checklist when it comes to choosing the right candidates to bring in for a face-to-face interview. Phone screening interviews will help you get a sense of who the candidate is and if they are serious about coming to work for the company. You should be prepared to ask basic questions of the candidate, like what their understanding is of the position, what their salary expectations are, and if the candidate feels like they can perform all of the job duties.
Online employment portals like Indeed, Monster, and Zip Recruiter have made it easy for candidates to quickly submit resumes and apply for jobs without doing much research to see if they are even qualified to work in a specific position. Phone screening interviews are a great opportunity for employers to find out if a potential candidate really understands the position they applied for.
Have a Specific List of Questions Ready
Before interviewing any potential candidate, you should make a specific list of the questions that you intend to ask during the interview; pre-planned questions will alleviate potential moments of awkward silence while you think of the next question, and will ensure that you remember to collect the information to make an informed decision about the candidate. If you come up with a question during the interview that is not on the list, you can always make a note of it so you can hit on the point when appropriate during the interview. Important questions to ask during the interview should include:
- Discuss a time when you made a decision you were particularly proud of/not proud of?
- What do you consider your greatest strengths to be? Weaknesses?
- Why should we hire you?
- What skills can you bring to this company?
- What do you know about our company?
- Could you give an example of a time when you did not agree with decision that was made by your supervisor? What did you do about it?
Listen to What Your Candidates are Telling You
During the interview, pay attention to what the job candidate is really saying to you. Let the candidate talk openly and you may learn some things about the person that you really like or that can cause you concern. Listen for contradictory statements that do not match what is included on their resume or job application.
Provide Details About the Job
While candidates should complete some research on your company before arriving for their interview, it is important that you take some time to discuss your company and details about the job you are hiring for. There is nobody that can explain a position better than those who work for the company, and those who are hiring for the specific position.
This is an opportunity for you to break the ice with a nervous job candidate and showcase all of the positive aspects of the job. Be sure to explain bonuses and benefits that are offered with the position, should the candidate get offered the job.
Set the Right Tone with your HR Solutions
Some hiring managers have a tendency to interrogate job candidates as opposed to letting the conversation flow naturally. An aggressive interview leads to some candidates feeling intimidated and deciding that your company is not the right fit for them.
When creating your list of interview questions, be sure to add some open-ended questions for your applicant to answer so that they can have a chance to really sell their skills and abilities. It is also important to choose the appropriate setting to hold the interview so you and the candidate feel comfortable engaging in a meaningful conversation.
At Harbor America, we can help take the pain points out of hiring new employees. We are a PEO (Professional Employer Organization) that specializes in taking on the time-consuming administrative and HR tasks of small and medium size businesses. We have resident experts who can provide advice for tackling a good candidate job interview as well as make the new hire paperwork seamless once you have found the right person for the job. Contact us today to learn more about our services and how we can create HR solutions for you.