Interviews are a crucial part of the hiring process, as they allow companies to get to know potential candidates and determine whether they would be a good fit for the role. However, a bad interview can lead to hiring the wrong person, which can be a costly mistake for companies. Interviewers must be well-prepared and have the right mindset to conduct successful interviews. In this blog, we will share 10 tips for interviewers to have a more successful interview, based on the insights from McQuaig's research.
A bad interview can result in hiring the wrong person for the job, which can be costly for the company in terms of time, money, and resources. On the other hand, a good interview can help identify the right candidate for the job, who will be a good fit for the company culture and contribute to the company's success. McQuaig's research shows that a clear path to reaching the right kind of interview is set by being well-prepared and using a structured interview approach.
Interviewers should be well prepared for the interview, which includes reviewing the candidate's resume, cover letter, online presence, and website if they have one. Preparing a list of questions to help assess the candidate's skills and qualifications will also be beneficial.
Relying solely on instincts or chance when conducting an interview can lead to biased decisions and result in hiring the wrong candidate. It is important for interviewers to use a structured, consistent, and objective interview approach. This involves using a set of predetermined questions and evaluating each candidate's responses based on a standard set of criteria. By doing so, interviewers can better compare candidates and make more informed hiring decisions. The structured interview approach also helps ensure that all candidates are given equal opportunities to showcase their skills and qualifications.
Interviewers should choose questions that are relevant to the role and will help assess the candidate's skills, qualifications, and fit for the company culture. Here are ten examples to consider:
While these example questions can be helpful in guiding interviewers toward relevant and meaningful topics, it's important to remember that they are not a one-size-fits-all solution. Interviewers should take guidance from these examples but also make an effort to formulate their questions tailored to the specific role and culture within the company they are interviewing for. This helps ensure that the questions are relevant and meaningful to the candidate and provide a clearer picture of their experience, skills, and personality. Additionally, formulating their own questions allows interviewers to showcase their company's unique values and priorities, giving candidates a better idea of what they can expect if hired. By taking the time to develop their own questions, interviewers can conduct a more effective and insightful interview that ultimately leads to better hiring decisions.
Creating a welcoming atmosphere for the candidate helps them feel more comfortable and open during the interview process. Interviewers can do this by greeting candidates warmly, offering them a drink or a place to sit, and engaging in small talk to help put them at ease. Make sure the interview room is comfortable and well-lit. By creating a positive and inviting atmosphere, interviewers can help candidates feel more relaxed and more likely to share information about themselves, which can ultimately lead to a more successful interview.
Behavioural interview questions are effective in assessing a candidate's past behaviour and how they handled specific situations. By using open-ended questions, interviewers can prompt candidates to provide detailed responses that reveal their thought processes and problem-solving skills. These questions can also help to predict how the candidate may perform in similar situations in the future. When formulating behavioral interview questions, it's essential to focus on the specific skills and traits required for the role and to ask questions that directly relate to those skills and traits.
A structured interview approach leads interviewers to ask the same questions of each candidate, making it easier to compare their answers. This approach involves having a set list of questions presented in the same order to each candidate. The interviewer can also score each answer on a predetermined scale, which can help in evaluating the candidate. This helps eliminate any biases and ensures that each candidate is assessed fairly.
Interviewers should give the candidate ample time to speak during the interview. Interrupting the candidate or not allowing them to fully answer questions can lead to missed opportunities for valuable information. Encourage them to elaborate on their answers and ask follow-up questions to gain a better understanding of their experiences and skills.
Interviewers should involve their peers in the interview process. This can include inviting team members or managers to participate in the interview or to review the candidate's resume and provide feedback. This can help reduce biases and provide additional perspectives on the candidate's fit for the role.
Assessments such as the McQuaig Job Survey, the McQuaig Word Survey, and the McQuaig Mental Agility Test can provide additional insight into a candidate's personality, work style, and cognitive abilities. These assessments can be used to complement the interview process and provide more objective data for decision making.
Following up with candidates after the interview helps build relationships and show that the company values the candidate's time and effort. This may include sending a thank-you email or note, providing feedback on the interview process, or updating the candidate on the hiring process timeline.
When it comes to hiring, it's crucial to find the right fit for a role. McQuaig offers a range of assessments that provide valuable insights into a candidate's personality, work style, vocabulary, communication style, and cognitive abilities. These assessments can complement the interview process and provide additional objective data for decision making.
By using McQuaig, interviewers can gain a competitive edge in the hiring process. Our assessments help identify the strengths and weaknesses of candidates, which can be used to develop teams that are better aligned and more productive. Furthermore, our assessments can help mitigate the risk of making a bad hire and save companies the time and resources that come with hiring the wrong candidate.
Conducting successful interviews is an integral part of finding the right candidate for a role. Interviewers who use McQuaig and follow the 10 tips outlined in this article can conduct more successful interviews and ultimately hire the best candidate for the job. By taking the time to properly prepare for and conduct interviews, companies can improve the quality of their hires and build more productive teams.