Sometimes interviewing candidates can be as nerve wracking for the employer as it is for the candidate being interviewed. Around here, we interview up to 50 people a day…so we’ve gotten pretty good at it. Here are a few tips from our recruiters to help you find the right person for your job.
#1 Be Prepared. Take a few minutes to think about what you are going to ask BEFORE the first candidate shows up. Think about what skills and personality traits are necessary for the candidate to be successful in the position you have available. Jot down a few questions that you think would help you determine if a candidate has these qualities. This will help you to be consistent in each interview. Also, make sure to brush up on the questions that you should not ask. Talk to your human resources department about what types of questions are appropriate to ask during an interview. For example, if you are interviewing for a position as a machine operator, you should never ask questions about a candidate’s race, religion, marital status or other personal details that are not relevant to whether or not a candidate can perform the job required.
#2 Get them talking! Ask open ended questions that require more than a yes or no answer. This allows you to get a better understanding of the candidate’s communication skills and will often lead you to conversations that you may not have otherwise had. For example, if you ask “are you certified in TIG welding?” the answer will likely be yes or no. If you ask the candidate to tell you more about their skills and training, you may learn that a candidate has not only a TIG welding certification, but also has fabrication skills or learned to repair industrial machinery at a previous job.
#3 Give them realistic expectations. Often times we get so used to our daily work environment, it can be difficult to step outside of our own perspective and see things through the eyes of a newcomer. Give some background information about your company, the products you make, the expectations for employee behavior, etc. If you have a great employee recognition program – tell them! If you have a strict no tardiness policy – tell them! The decision whether or not to take a job is often influenced by much more than money. Make sure you give a candidate the full picture of what this position would be like on a day-to-day basis.
And finally, if you have questions or need advice on interviewing techniques, call us! We are always ready to help you in your search for the perfect new employee!