- Pay attention to one’s willingness rather than weakness. Don’t ask about their flaws, ask what they’re looking to improve on. It will provide insight on whether they are growth oriented and will encourage a better frame of mind. Seeing how they picture themselves learning and advancing is a more meaningful metric to use.
- Personality is everything. Focus on how the candidate would blend into the work environment as opposed to solely judging experience. At the end of the day, it’s more important for a company to have positive chemistry and culture.
- When something looks strange on a resume, ask. Sometimes there will be gaps in work or time. It’s more important to speak to a candidate about it openly and tactfully than to leave it to the imagination. Many times there is a logical explanation.
- Make sure to take notes on how they answer questions in order to fact check them with their references.
- Ask your recruiter for their opinion and summary on a specific candidate. This will give you an idea of what to ask about in the interview and it will help you have a more confident analysis.
While most believe that an interviewee is the one most likely to be nervous during an interview, it’s quite common for the interviewer to also have sweaty palms their first couple of times. But thankfully, after some practice, you’ve come up with an impeccable system to vet people. By working with your recruiter, you have an idea of the candidate’s professionalism and decide to get a feel for their personality. Are they willing to learn? Are they growth oriented? Of course you sometimes run into technical questions about confusions on their resume. Yet regardless, you’ve taken notes, you’ll lean on your recruiter for guidance, and will concur the accuracy of their statements with their references! With this system in place, you’re able to continuously hire the strongest candidates.