A successful selection during the interview process is dependent on how the interviewer conducts the interview. The way they shape the questions and activities will determine the type of candidates who will make it through the selection process. The number one priority in the interview will be to see whether the candidate will be a good fit for the company or not. This can be understood by analysing the knowledge, skills, abilities, and the emotional quotient of the candidate. Here are a few things that an interviewer can do to gauge the competency and behavioural traits of candidates: Create a set of structured questions Having a set of carefully planned questions will help interviewers cover various aspects of a candidate’s resume. From hobbies to professional achievements, interviewers will be able to ask varied questions and get an in-depth understanding about the candidate. Ask for the candidates’ work samples Work samples allow interviewers to judge the competency level of candidates. These are really helpful when hiring fresh graduates as a verifiable work history won’t be available. You can ask them to submit a few samples of their work and analyse whether they have the skills needed to do the job. Conduct cognitive tests IQ tests, aptitude tests, verbal ability tests and other cognitive tests help an interviewer understand the intellectual quotient of a candidate. These tests help show whether the candidates will be able to pick up relevant job skills or not. It will also help analyse the candidates reasoning and comprehension skills. Use personality assessment tests The Myers-Briggs Type Indicator (MBTI), Knox Cubes Test, Holland Codes (RIASEC), Rorschach Inkblot Test and other such personality tests help interviewers identify key emotional and psychological traits in candidates. Knowledge about the candidate’s personality will help interviewers judge whether the candidate will be a good fit for the job and the company or not. Include managers from other departments on the panel Having managers or team leaders from across divisions will help interviewers know what skills and traits to look out for. For example, having the sales manager sit in with the HR while interviewing salespeople will help the interviewer select a candidate who possesses the skills needed to be successful on the job. Keep a tab on candidates’ behaviour outside the interview room How a candidate behaves outside the interview room is an excellent indicator of the type of team member he/she will turn out to be. Having someone keep an eye on how candidates treat their peers and other members of the organisation will help interviewers recognise key behavioural traits that might prove to be either detrimental or desirable for the company at a later date.
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