One of the essential\r\ntasks of working as a recruiter or an HR executive is conducting interviews for\r\nvacancies. While employees may come and go the process of interviewing\r\ncandidates never comes to a halt. Different recruiters have their methods of\r\nconducting interviews with potential candidates, but a systematic approach to\r\nrecruiting a candidate is missing these days.
"},"body":{"body":"\r\n\tOne of the essential\r\ntasks of working as a recruiter or an HR executive is conducting interviews for\r\nvacancies. While employees may come and go the process of interviewing\r\ncandidates never comes to a halt. Different recruiters have their methods of\r\nconducting interviews with potential candidates, but a systematic approach to\r\nrecruiting a candidate is missing these days.
\r\n\tAfter a while, taking\r\ninterviews become dull for recruiters as they seem to think they have mastered\r\nthe art. However, this task isn't only about asking questions. Instead, it is\r\nmore about choosing the best candidate who is appropriate for the job role. An\r\ninterview is not just an exchange of information but building a strong understanding\r\nwith the candidate to get to know more about them. It’s a two-way process.
\r\n\tIt is also recommended\r\nthat a recruiter should be familiar with the organisation's working as he is\r\nrepresenting the company in front of an applicant. So, when an applicant\r\ncross-questions him, he should be able to clear any doubts.
\r\n\tHere are a few tips to\r\nhelp you improve your interviewing skills as a recruiter.
\r\n\tNowadays, many companies\r\nprefer to get to know their candidates by conducting a speed interview involving\r\ntheir employees, that lasts for about 10-15 minutes. The candidate spends a few\r\nminutes with each employee who have different questions and can rate the\r\ncandidate. This way, an employer meets around 15 candidates in a day and get\r\nuse their own employees as a useful resource and indicator of whether the\r\ncandidate will fit in with the team. The importance of this process is to help\r\nthe employer filter his search for the perfect candidate, they may be qualified\r\nbut especially in a small team if they don’t fit in, it can be\r\ncounterproductive for the rest of the group and the atmosphere within the\r\ncompany. UK based, veterinary recruitment company, Vet Finders, who recruit for\r\nsmaller teams, in veterinary practices, know how useful this can be when \r\n\trecruiting small team\r\nvet jobs\r\n\t, even conducting online video interviews\r\nusing the same concept but using breakout rooms.
\r\n\tLet's suppose an\r\nemployer wants to hire a content writer for his firm. He posts a vacancy for\r\nthe same on a job portal/social media platform. Based on the requirements, 4-5\r\ncandidates are called for the speed interview. Simultaneously all the\r\ncandidates attend the speed interview, and the employees can share their\r\nexperience later on. It can get to see if the candidate was consistent in what\r\nthey said, how genuine or rehearsed answers where. The process also acts as a\r\nteam building exercise for the team where there may be some room for reflection\r\non how to be a more valuable employee.
\r\n\tAn added benefit would\r\nbe that the person who you eventually employ has a head start on getting to\r\nknow the company and the team and can reduce the stress of that first day and\r\ngeneral integration time.
\r\n\tGroup interviewing is\r\nanother prominent technique to help you find the most suitable candidate for\r\nyour business. To carry this out, the interviewer needs to understand when this\r\ntechnique would be beneficial. When you have many candidates for the same post,\r\nyou can use this way to select the best candidate for your company. In this\r\nprocess, the candidates sit in front of a recruiter, and the candidates are\r\nbriefed about the round. The candidates start by introducing themselves and\r\ntelling them why they are fit for the job.
\r\n\tFurthermore, the\r\nexecutive gives a \r\n\ttopic\r\nfor the group discussion\r\n\t, which puts the\r\ncandidates' speaking skills and confidence to the test. The recruiter then ends\r\nthe group discussion by asking some questions. So, if you are looking forward\r\nto building a team or hiring several candidates at one time, this is a great\r\nmethod to choose.
\r\n\tWhile hiring the\r\ncandidates, emphasis must be laid on company values. Hiring candidates with the\r\nsame vision as you will only help your company more universally in the same\r\ndirection, hopefully forward. These core values will also help your potential\r\nemployees to work efficiently, have better problem-solving skills and autonomy\r\nin doing so.
\r\n\tIf you have made the\r\nemployees understand your organisation's values effectively, you will eliminate\r\nupcoming obstacles for your organisation, such as poor time keeping and\r\nmotivation. This, in turn, will help the candidate understand what is expected\r\nof them and leads to better candidate retention.
\r\n\tThey say actions speak\r\nlouder than words. It is easy for a candidate to speak about themselves for an\r\nhour or so, especially when they are comfortable conversers. But the real test\r\nfor a candidate is when their skills are put to the test. You may have already\r\nshortlisted the candidates based on their skills experience, but this will help\r\nyou rate their skills.
\r\n\tIf you wish to hire an\r\nembedded software engineer, the candidate should be asked to give a quick demo.\r\nA small issue with a piece of embedded software and you can watch not just if\r\nthe candidate can solve the issue but their process. An essential piece of\r\ninformation for those \r\n\tneeding embedded\r\nsoftware recruitment\r\n\t solutions but might not\r\nhave to skills themselves to judge a CV. This can also be a talking point for\r\nthe rest of the interview and test how exaggerated, or not, their CV is. It\r\nwill give you a flavour for how to judge the rest of what the candidate has\r\nsaid about themselves.
\r\n\tA reference check should\r\nbe the last spot before coming to a decision. These checks are taken lightly\r\nnowadays and are usually not included as a part of the hiring process. While\r\nsome claim that \r\n\ta\r\nreference check\r\n\t can sometimes be biased, one\r\nmust not forget that it is an essential aspect for many reasons.
\r\n\tFirstly, it helps you\r\nverify the person's experience as sometimes the information on the CV is\r\ninaccurate. Secondly, it helps you determine how well the person performs the\r\njob role. Lastly, it helps you determine if the person is interpersonally, you\r\nwonder if House MD would ever have been hired had they followed up on his\r\nreferences. If you do this in between the first and\r\nsecond interview you can talk to the candidate with the context of what they’re\r\nprevious employment has actually said.
\r\n\tTo sum up, we can say that hiring the most\r\nproficient candidates can be an asset for your organisation. An employee can\r\nmake your business prosperous or even bring it to a standstill. While we can\r\nsay choosing the right candidate is a daunting task, utilising the methods as\r\nmentioned above will help you simplify it. Additionally, look for good team\r\nplayers as they will help run your business process smoothly.
"},"authorName":"Cezar","authorBio":{"authorBio":"Founder of Skillmeter: https://skillmeter.com"},"publishedOn":"2021-02-01T07:40:53.263Z"}},"pageContext":{"id":"24f1ad68-701f-505d-b8c0-51890c067b74"}}, "staticQueryHashes": []}