Within the employment and recruitment industry there is a lot of information and advice focused around candidates and employees attending an interview. However the task of interviewing can at times be just as difficult. Depending on your interview process it can be hard to assess candidates in the short amount of time an interview provides.
Not only do interviewers and recruiters need to take into consideration the candidates experiences, knowledge and qualifications, but also their personality and ability to integrate themselves within an existing team.
Regardless of the job role, a new employee is likely to be become an integral part of your business that may intentionally or not have an effect on day to day aspects such as morale, productivity, culture and how your business is perceived by outsiders and clients.
With this in mind, Enigma Employment have put together some advice for those businesses who are looking to recruit and expand their team.
Before a candidate has even walked into your interview room their CV should start to provide an insight into who they are and the effort made when applying for the role. Have they tailored their CV to match your job description? Or is their CV missing key skills and experience highlighted within your advert? A tailored CV already begins to show the candidate has initiative and is observant. Did they include a cover letter with their CV and did it highlight any skills that you feel would add value to your business? Small details such as a tailored CV and cover letter are also a good indication of how much the candidate is interested in the role.
Although perhaps an obvious questions that we have all come across in an interview “What are your greatest weaknesses? Once the candidate has given their response, few interviewers go on to ask the candidate what steps they have taken or how they are improving on their weakness. This could come in many forms such as working towards a qualification, gaining more experience or learning a new skill.
Is the candidate leaving their existing employment for valid reasons? Do they have aspirations and hopes for their future that their current employer could not facilitate?
Candidates can often focus on negative aspects of their previous employer when highlighting reasons they are looking to leave. While some of their points may be true, listen carefully about any disputes they’ve had. A candidate’s ability to show respect for their previous employer and workplace demonstrates their civility and professionalism, which are two essential attributes in any role.
What are the candidates interests outside of work? This may not offer up any business relevant experience, however it will provide an insight into what type of person they are and how they choose to spend their time. Ask about hobbies, interests and what they are proud of outside of work.
If you are the hiring manager or run the business you will ultimately have the final say. However when hiring new candidates, it is important to consider your existing staff. Showing that you appreciate their opinion will also make them feel valued and maintain morale.
Having existing staff attend the interview or meet the candidate may also help highlight a candidate’s skills, responses and interactions that you may have over looked.
Almost everyone has a social media account, whether it be Facebook, Instagram or one of the many other platforms. Once the interview has come to an end, it maybe worth having a look at the candidate’s social media accounts for some additional insight. If they said their interests include hiking and wildlife photography, but all of their photographs are of party hotspots on Ibiza, then something doesn’t add up. Remember if you can see their social media activity, then so can everyone else.
Although you should take into consideration nerves may effect a candidate, an interview is a great opportunity to gain insight into someones personality. How well do they cope under pressure, did they shake your hand and are they polite and approachable? Although small things, if successful the candidate will be representing your business in the future and how it’s perceived.
Hopefully the above points will help you get an insights into the type of person you are hiring and how to find out a bit more about your candidates. Ultimately if you are not sure, a second interview could provide that opportunity. After meeting you the first time a candidate might become more relaxed and allow you to get a better feel for how they would fit in your business.
The hiring process can often be a long drawn out process. Posting job adverts, filtering through CVs and inviting candidates to interviews. If you are looking to grow your team and would like some help in order to make the process easier, faster and smoother, Enigma Employment provide comprehensive recruitment solutions that have helped many businesses throughout Coventry and the West Midlands expend their team.