Recruitment: In search of ideal candidate. Part 1
How do You choose your employees? With the help of intuition or professional methods of recruitment?
Let’s talk about how not to mess up and what methods to use to find the right professional for Your team who CAN and WANTS to achieve the goals with you.
We’ve created a series of consistent methodologies of interviewing and other techniques to help you to gather the necessary information about the candidate and his career motives.
Let’s talk about the personal interview!
As a rule, this is a brief interview that is conducted by phone to screen for primary unwanted and inappropriate candidates. The main goal of this phase is to save time, by eliminating candidates that don’t meet the requirements for the vacancy and aren’t even able to pass the first phase of the interview.
Time limit: 15 minutes.
Personal interview questions.
- What do you want in your career?
- What are your strengths as a professional?
- What are your weaknesses as a professional? What are the least preferred aspects of your profession?
- Name your three last employers. When we turn to them, how will they rate you on a ten-point scale?
- The most important question, because it shows the goals of the candidate. You make the candidate speak first, not to repeat after you. Ideally, these goals match the needs of your company.
- Here you can see how a person can easily submit to the temptation and describe his or her strengths. We advise you to offer a candidate to name from 5 to 10 of his or her professional strengths. Also, ask for examples how these were used in practice.
- This question balances the general impression of the candidate. In most cases, people try to avoid answering this question. You may try to come up from the other side: “When you will qualify for the next stage of recruitment, we would like to get recommendations from your former employers and supervisors. You don’t mind?”. Probably, there will be a positive answer. After: “What do you think, how do you think they will describe your strengths and weaknesses?”. You will be amazed by the answer.
- Always say “when”, not “if”. The candidate will understand that there is no step back and will likely tell you the truth. When asking candidates to rate their achievements on a scale of 1 to 10, pay attention to the details. 7 is a neutral figure, 6 and below is, frankly speaking, bad. You should generally reject any candidates who self-assess as 6 and below, but don’t forget to consider the general context of the interview!
Source: Who: The Method for Hiring + AboutHR Experience.
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