If you’re lousy at conducting job interviews, your company will suffer. You will fail to effectively assess and compare candidates, and you will have less success in finding the best candidates for your organization.
Failing to have a strong and focused interview process can lead to inefficiencies, higher turnover rates, and missed opportunities in general.
Do you and your hiring team suck at conducting job interviews? If you do, there is always room for improvement. Here are some of the reasons why you may not be conducting the best job interviews:
This should go without saying, but all too often, interviewers spend very little time researching the candidate they will be interviewing. Candidates are expected to be extremely well prepared, and you should, too. So, a quick glance at the candidate’s resume as they walk through the door won’t suffice.
Sure, you are busy, but you still need to spend some time reviewing their resume, checking them out online, and learning as much as possible about them to make the best of the interview time you will spend with them.
If you have no formal structure for conducting interviews and asking questions, how do you expect to effectively compare candidates? Ideally, you want to be able to compare apples to apples. Asking similar questions and following a structure allows you to do this.
A job interview is not the time to check email or to be on your phone. Turn off all alerts and focus all your attention on the candidate. Asking good questions and listening carefully to the candidate’s answers allows you to ask pointed and meaningful follow-up questions.
Of course, you want to work with someone with whom you have rapport. But what you shouldn’t be doing is looking for another version of yourself. Avoid closing the door on candidates if they don’t meet a specific mold. This can have a negative impact on company diversity, which could negatively impact the company in the future.
When was the last time you reviewed your job interview process? How often do you change up the questions? It’s important to update your interview process and questions to reflect your company’s changing needs. Make sure hiring is in alignment with company requirements, business objectives, and organizational culture.
IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Technology (IT), Accounting and Finance, Consumer Goods, eCommerce and Retail, Financial Services and Insurance, Startup, B2B and Industrial, Operations and HR, Professional Services and Legal, Media, Digital and Marketing, Pharmaceutical and Life Sciences, Emerging Technology and Telecom, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.
Gary is a Partner and Practice Lead of one of Toronto's most respected team of IT recruiters. He has a strong background in building and managing teams, and specializes in contract and permanent placements within the IT space. With over 15 years of IT Sales and Recruitment experience, Gary is committed to customer service and has a genuine love for working with people and solving business problems.