In part one of this article we explored how to hire well and fast. Today we’ll hear more from Adam Ochstein, founder and CEO of StratEx, on how to save time during an interview.
 |
Have Candidates Interview with Multiple People
Company culture has become increasingly important to both jobseekers and employers, so have the candidate meet with at least three people to gather multiple opinions on the candidate. Not all interviews need to be focused on job specifics and skills.
Some can be more personality-based interviews to be sure they will get along with coworkers or the team they’re joining and that they are a culture fit. This ensures hiring managers get a more comprehensive picture of a candidate’s qualifications and personality, which can help make better hiring decisions.
In order to make sure this doesn’t increase the time the hiring process takes, condense the interviews to take place over 1 or 2 days. Getting input from multiple people can help get buy-in from the decision makers and make the process quicker when it comes time to making a final decision.
Don’t Let Interviews Be a Time Suck
Ask smart interview questions that will get candidates to provide more honest insight into their work performance and background. Have candidates answer questions that call for them to reflect on and share past achievements.
Ask questions like, “Tell me of a time you had to influence a group” or “Tell me about a time you had to handle a stressful situation.” Require a candidate to share actual experiences rather than provide hypothetical answers of what they would do. This way, interviews are much more revealing and helpful, because hiring managers aren’t having to judge candidates based on hypotheticals.
Hiring managers should always keep in mind that they shouldn’t move too fast. Hiring a candidate quickly because there is an immediate need without fully vetting the candidate can backfire.