Interviewing potential applicants can be a time intensive and tiring process that leaves you wishing that the whole hiring thing was over and done. With the right interview questions, though, you can not only simplify the process, but you can determine the best candidates based on the things that really matter. For those in IT staffing you know exactly how important it is to get it right the first time. The following are five keys to get the most out of every interview.
When it comes to finding the right candidate, you don't want to gamble, you want to find the best one for the job.
1. Get the job description just right.
To get the best candidates, particularly for IT, you really need to get the qualifications that are the most important added to the description. If you make an extensive list of "requirements," you are going to limit who applies, and usually it won't be the people you want to hire. Remember, you can add a list of things that are "nice to have" to let potential applicants know that if they have those skills they will have an advantage. This means you will get a bigger pool and find people who may not have the skills now but can be quickly trained into the position.
2. Make Preparation a Priority
There is a lot that goes into IT staffing, which means that there usually isn't time to properly prepare for interviews. This is one of the biggest mistakes a hiring manager can make. Don't run from one meeting to an interview without having taken time to look over the applicant's resume. Take notes and add questions you want to ask 24 hours before the interview. That way if you go from a meeting to the interview, you have everything already written down.
3. Talk about the company and focus on what it is you are actually looking for at the beginning of the interview.
Give your candidates something to focus on when they answer your questions. Let them know what kind of environment they will be working in because there are many different approaches to getting the work done in IT. If you want someone who is relaxed to better fit into the current team, try to set the candidates at ease. If you prefer someone who is serious, keep the interview more professional. This helps you get the right responses both to the questions and lets you see whether the applicants are likely to fit into the team.
4. Focus the questions on what you know or would like to know about each candidate.
This is why you really need to review each applicant's resume before the interview and take notes. Asking clichéd questions like "What are your strengths and weaknesses?" and "Where do you see yourself in 5 years?" are basically throw away questions, and candidates are not likely to give you an honest response. Ask them about things that are specific to their experience to get the best idea how what they have done prepares them for the position.
With the right approach, you can weed out the candidates who either don't have the experience or the personality you need.
5. Let the candidates know what the process is and when they can expect to hear back from you one way or the other.
This is particularly important if you have a really good feeling about a candidate. If it is going to take you a couple of weeks or months to fill the position, make sure to let candidates know because some of them may not be willing or able to wait that long. By letting the interviewees know what to expect, candidates are more likely to tell you if they have any conflicts or other opportunities they are considering.
When it comes to IT staffing, you have a lot to manage. By preparing and conducting a more productive interview, you can easily weed out the people you don't think will work out versus those you would like to hire. If you have any questions or would like to get started, you can contact us.