Ask the Right Questions to Identify Right Recruits

Media release 22 August 2007

Ask the Right Questions to Identify the Right Recruits

Robert Half’s guide to successfully conducting an interview

There are plenty of tips for job seekers on how to behave in an interview, but what’s the secret to successfully conducting one? Using the right interview techniques can help employers identify a candidate who is not only technically competent, but, just as importantly a good fit for the company culture, says Megan Alexander, division director of Robert Half Finance & Accounting in Auckland.

“Successfully conducting interviews requires just as much preparation as if you were on the other side of the interview desk,” says Ms Alexander. “To properly evaluate candidates, you need to ask the right questions."

With that in mind, here are eight tips from Robert Half to help interviewers conduct a successful job interview.

Know what you are looking for. Before you interview any candidates, undertake a skills audit so you know exactly what qualifications you require in a candidate. You can then match these skills with those listed on the candidate’s CV and filter applications accordingly. Also, understand your role in the interview process and ensure you thoroughly prepare by formulating specific questions relevant to each candidate.

Start the interview on the right foot. Interviews can be nerve-racking at the best of times so put your candidate at ease by beginning with a proper introduction. Even if you have spoken before, it’s important to re-introduce yourself and state your position within the company.

Decide which questioning techniques to use. Competency-based questions are ideal to find out if the candidate has the expertise for the position you’re trying to fill. They involve asking questions to reveal a candidate’s behaviour and go beyond their technical skills. This can include questions such as “How did you approach this task” or “How did you overcome this difficulty”.

You can also use the ‘funnelling’ principle by asking a broad question, then following up with more specific questions. If you are having a difficult time getting a candidate to open up, try using a few easy questions mixed with more difficult ones to help relax the candidate. Using these techniques will reveal the candidate’s strengths and weaknesses as well.

Get to the bottom of it. Sometimes you may feel that a candidate is exaggerating their level of experience or perhaps they talk in the plural, which makes it difficult to find out what they actually did in team projects. To get to the truth of the matter, ask targeted follow-up questions about their personal contribution such as, “What was the main objective of this project and how did you achieve this?” Demonstrate the company culture to candidates. Candidates are judging your organisation as much as you are judging them, therefore knowing your company benefits and being able to articulate them is crucial. Does your company offer any benefits such as health insurance or child care facilities? Be honest about your personal experiences and introduce them to other members of the team. Candidates work for their managers as much they do for the company.

Don’t hesitate to discuss salary. By discussing the topic of salary throughout the interview process you can manage a candidate’s expectations and reassure them that you can work together to reach a mutual agreement. However, it is vital not to commit to any exact compensation figures or extend any offers during these discussions.

Make the most of reference checks. If you are interested in a candidate after the first interview, begin reference checking before their next interview. This allows you to address any specific concerns you have about them and tailor your questions for the next interview. Be aware that no one wants to be the reason why someone didn’t get a job, so ensure that you listen carefully to a person’s tone while speaking and ask them questions that require a bit of explanation.

Close the interview properly. Finally, don’t leave candidates wondering what’s next. Outline the next steps and when they can expect to hear from you again.

“By asking the right questions throughout the interview process you should get more than enough information to assess each candidate,” says Ms Alexander. “With that information you can then confidently choose the best person for your organisation."

ENDS

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