How do you sort out the good candidates in an interview? According to HR experts, there are simple ways on what to look for and what to ask in an interview to find the right people with minimum effort.
Try your best to assess a candidate via these manifestations:
1. Presentation:
It is important for a candidate to be well presented, as first impressions last. Obviously this must be appropriate to your workplace, because well presented doesn't automatically mean a suit and tie. Candidates who seek to dress in line with your company’s culture have a genuine intention to work with your company.
2. Preparation:
A candidate needs to be prepared. What role are they meeting you for? Has the applicant done a little research on the company? What do they know about your company and its operation? If they can’t answer these questions, they are not seriously seeking for a position with your company.
3. Clarity:
Good candidates are 'clear'. They are able to articulate themselves well and get each point across succinctly. Where you feel an answer is vague, try pushing them further to see whether they can respond more clearly.
4. Confidence:
Confidence is not arrogance. A good candidate can actually be humble as an individual, but confident about their strengths in a positive way - and just as honest about areas they feel need developing!
5. Professionalism:
Look for candidates who are professional but remain pleasant. Applicants who can relax and be themselves in an interview, may make an easy transition to the workplace.
Here are 5 questions that help uncover the 'real' person sitting behind the professional applicant:
1. "How would your work colleagues describe you?"
2. "What tasks do you really not enjoy doing? How do you motivate yourself to do them?"
3. "Tell me about a time you made a significant mistake that was crucial to the success of the project/client relationship. And what did you do to rectify the situation?"
4. "What motivates you?" (in any sense)
5. "What is the funniest moment in your career?"
