11th March 2021 4 MIN READ •Talos ATS •Hiring Tips
The job interview is the most crucial part of the hiring process. It marks the moment that candidates and employers connect face-to-face, giving a key indication of suitability on both parts.
Job interview tips: your questions answered
Here we answer some of the most frequently asked questions by employers conducting job interviews:
What are the best questions to ask a candidate in an interview?
The best interview questions are open-ended, meaning they cannot be answered with a simple ‘yes’ or ‘no’. This helps to keep the conversation flowing, and encourages candidates to speak about themselves more openly. Examples of strong interview questions are:
– ‘What drives you to achieve in your work?’
– ‘What do you anticipate to be the biggest challenge of the role?’
– ‘What made you choose your field over any other?’
Discover more useful interview tips for employers in our Interview Questions Guide.
How long should a job interview last?
The length of a job interview may vary depending on the nature of the job role, and the interview method. For single-candidate behavioural interviews, a good rule of thumb is to aim for 30 minutes to one hour minimum duration. If the interview goes on for longer, this may be a sign of a strong, potentially compatible candidate.
If you can help it, try to keep your eyes off the clock during interviews; focus on asking leading questions, and evaluating answers.
How long after the interview should I make a job offer?
This is an incredibly important area to candidates, with 82% of candidates expecting a clear recruitment timeframe from employers. A good checklist to follow before extending a job offer is:
– Have you interviewed all required candidates?
– Have you discussed interview performance with key decision-makers?
– Are you satisfied with at least one or two of the candidates you interviewed?
– Are you ready to begin the onboarding process?
If you have completed all of the above, it is wise to give feedback to your candidates as soon as possible. It’s important to remember that candidates may be pursuing other opportunities; getting a job offer in there before the competition is key to hiring the best talent.
How can I tell if I’ve found the right candidate?
Signs that indicate the right candidate are usually clear, and can include:
– Enthusiasm about your employer brand and wider company.
– Strengths that complement your company’s aims.
– Honesty surrounding any perceived challenges in the role.
– Compatibility with your workplace culture and role requirements.
– Ability to grow and develop within the role in question.
Finding the right candidate is more than matching skills to job requirements; a truly compatible candidate will slot right into your company’s team culture.
Who should be present in a job interview?
Interviews should be attended by key decision-makers, but only those most relevant to the candidate’s job role. There’s nothing worse than walking into an interview as a sole candidate to be met with half of the management team.
While HR and key directors play an important role in the hiring process, it may be best to stick to managers within the candidate’s future department. These professionals generally have a greater understanding of the role’s requirements, and can provide a better insight as to the day-to-day experience on the job.
If you must bring other decision-makers to the interview, try to keep numbers to a minimum. A small interviewing team helps to lift pressure from the candidate, and allows for more direct engagement.
Should HR be present in interviews?
Similar to the above, it’s always best to keep the interview team as local to the hiring department as possible. If you feel like HR should be present in the interview, try to keep numbers to a minimum. Overcrowding candidates with a full interview room can be counterproductive, and can lead to unnecessary pressure.
How do I finish an interview?
Wrapping up an interview can be awkward – don’t let it be! A positive way to finish an interview is to ask the candidate if there is anything more they would like to know about the role/company. After a long session of being questioned about their own career, it’s always nice to give candidates the chance to turn the dynamic around.
This can also help you in assessing a candidate’s compatibility. If they are enthusiastic to learn more about your company and its culture, this may be a positive sign of an invested future employee.
What answers should I look for in a job interview?
When reviewing interview answers, the more confident and coherent the better. Look for honesty in candidates’ answers – have they openly discussed potential challenges with you? Are they sincere and realistic when talking about their strengths?
When asking open-ended questions, you should expect candidates to give open responses. Quality and quantity of answers can be a good indication of how invested the candidate is in their field, and how enthusiastic they are about the job role. You should leave the interview feeling confident that the candidate can complete the role’s responsibilities to meet or exceed your expectations.
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In summary
Interviews are the most crucial moment in the hiring process. They give employers the opportunity to assess a candidate’s compatibility with the role in question.
It’s crucial to approach interviews with the correct strategy, promoting an effective, productive first meeting with your candidates. This means focusing on the questions you ask, deciding who should be present for the interview, and planning its duration.
After the interview, it’s important to provide applicants with feedback in a timely manner. Candidates may be pursuing other opportunities simultaneously; getting your offer in first ensures you don’t miss out on hiring the best talent.
