Do you plan to hire this year? The most recent U.S. jobs report shows that job gains have averaged 288,000 per month throughout the last quarter—far exceeding the average gain of 266,000 per month over the past year. The national unemployment rate fell down to 5.5% in February and hasn’t been this low since May 2008. This data tells us that companies across all industries are hiring and they’re not expected to slow down any time soon.
An influx in hiring calls for a talented recruiting team with access to an extensive candidate pool—but once qualified candidates step through the door for an interview, how can a hiring manager make sure they bring in the right person for the position? Making the best possible staffing decision depends on the information collected during the interview—the most critical component of the hiring process.
Identify your best possible candidate with these five tips for conducting an effective interview:
- Prepare in advance — Your first review of a candidate’s resume should not be when they first sit down for the interview. Before the interview starts, take at least a few minutes to familiarize yourself with the candidate and their background so that you can set realistic expectations of their skills and abilities for the position. If possible, review their portfolio or research them on the internet to see if you can get a glimpse of their experience ahead of time. Plan a list of questions you will ask every candidate so that you can better compare responses.
- Listen to the candidate — While the hiring manager should begin the interview by briefly familiarizing the candidate with the company and the position, it’s important to transition the interview so that the candidate does most of the talking. This is your time to listen for critical information regarding the candidate’s background, experience, attitude, goals and interest in working for your company. After all, you only have a limited amount of time to get to know this person. Be careful that the interview seems less of an interrogation and more like a conversation.
- Take notes — Think about the volume of candidates you typically interview during the hiring process for a particular position. There are so many different qualifications and skills to remember, so taking note of the highlights of each interview will help you revisit each candidate when it’s time to make a decision. While interviewing, write down any particular accomplishments or personality traits that you think will be critical to contributing to your organization’s success. The information that you compile during each interview will ultimately make or break a well thought-out hiring decision.
- Get opinions outside the box — Introducing the candidate to other staff members in the department can be extremely beneficial for determining a good fit for your workforce. Allowing a few key employees to interview the candidate will not only help educate them about your company, but will also give you different avenues of insight about the candidate for making a decision. Different interviewing situations and environments will also bring out different aspects of the candidate that you may not have found on your own.
- Consult with a staffing firm — The hiring process should be carefully tended to and shouldn’t be rushed. Sometimes, it may seem like you can’t find the right fit in time to meet critical project deadlines, but having a partnership with a staffing firm will ensure that a good hire is made quickly. Staffing firms specialize in making the perfect match between a job seeker and a company, due to their knowledgeable and experienced recruiters and an extensive candidate pool on hand. Whether you’re looking to hire a temporary, part or full-time employee, they will have options readily available.
In addition to the above, don’t forget that one of the most important factors for making the right decision during the interview process is going with your gut instinct! For more advice about recruiting talented professionals for your workforce, contact The Daniel Group today.