From brain teasers to group interviews and behavioral questions, businesses use different techniques to find the best possible hire for their openings.The interview process typically includes the following steps: writing a job description, posting a job, scheduling interviews, conducting preliminary interviews, conducting in-person interviews, following up with candidates, and making a hire.
Candidates who go through a rigorous interview process often times perceive that the company places a high value on finding employees who are a good match for both the position and the company culture.
Want to improve your company’s interview process? Here are some screens you should implement:
The Phone Screener
Phone interviews are an easy way to screen job seekers. They save time and money that would otherwise be spent sifting through hundreds of applicants, and paying someone to screen them face-to-face. Phone screeners allow you to vet a candidate, and make sure they are a strong match skill-wise before you decide to have them come in.
The Group Panel
By meeting with a variety of people, candidates get a comprehensive picture of the culture and the job itself, and team members get a strong sense of the contribution the job seeker will make as an employee. Make sure you prepare interviewers with job description and resume. Also, don’t forget to identify a panel leader, and assign roles to each interviewer based on job function and/or expertise.
The Skill Test
Behavioral questions allow you to find the best fit for each role, and help you hire employees who can drive innovation, productivity, customer satisfaction and profits. Determine test objectives, e.g. personality, values, skills, etc., and decide how candidates will be moved forward or eliminated based on the results.
The Candidate Presentation
Team members will get a sense of contribution, skills and personality during a job seeker’s presentation. However, you will need to make sure to be specific about the presentation topic to the candidate, and also determine objectives for evaluation of the presenter with the team. And don’t forget to solicit feedback via a scorecard or a post-panel debrief.
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Finding candidates who have the right skills and who are also great culture fits with the ability to weather adversity, manage stress, deal with ambiguity, work constructively as part of a team, and demonstrate resourcefulness will serve you well in both the short and long term. Elahi International is a perfect medium to attract high-quality candidates, it takes a little planning ahead but the payoff is high. Don’t hesitate to contact us or fill in the form below for us to get in touch with you.