Across many industries, pandemic recovery has led to a strong growth in employment and your company may have several new roles to fill this year. While interviewees are the ones in the spotlight, it is important that interviewers prepare as well. Here are a few ways to help you conduct successful job interviews and hire the right talent for your business.
1. Understand the role you are hiring for. As employers, it is your responsibility to understand the role you are hiring for. Fully understanding the role means knowing the ins and outs of the position, the work and daily tasks that it may include.
2. Highlight important skills. After understanding the role, dive into the top priority skills you are hoping to find among the candidates you will be interviewing. Not only will this give you a greater insight to the needs of the team, it will prepare you to find the best candidate.
3. Prepare a list of questions. Before meeting with potential candidates, take time to write down the questions you would like them to answer about themselves. Consider the contributions they can make to the organization and have them highlight their skills through these questions.
4. Involve those needed within the hiring process. Make sure you include other colleagues that could potentially help you with the interviews. Their added perspective can enhance the interview process and assist in determining the best fit.
5. Evaluate internal candidates. To encourage career development within the company, evaluate internal candidates. If they have yet to apply, invite them to an interview. Their skills and expertise could end up filing the position you are hiring for.
6. Ask the real questions you are wanting answers for. Don’t spend too much time on introductions. Give them the chance to showcase their experience and skills. Refer to your list of questions and apply them within the interview wherever you see fit.
7. Consider the cultural fit. Depending on the organization of your business, consider how they would fit in with other team members. While it should not be the deal breaking decision, it is important to understand how they may adapt within the workplace.
8. Provide real-life scenarios. Provide the candidate with real-life scenarios they can expect to see within the role. How would they handle it? How do they manage a team? How do they work under stress?
9. Have answers ready for candidate’s questions. Interviewees will have questions for you as well, be ready to answer them. Research industry salaries, understand the scope of work being asked for, evaluate the culture of the company, etc. The way employers answer this question could make or break the candidate’s decision to join the team.
10. Provide a timeline for communication post interview. At the end of the interview, provide a detailed timeline of when the candidate can expect to hear back from you.
Lisa Lovallo is the Southern Arizona market vice president for Cox Communications, leading a team of 250+ Southern Arizona Cox employees. We are proud that our employees complete more than 3,000 hours volunteering in Southern Arizona annually. Reach her at email@example.com.