A strategic interviewing process is key to finding the best possible candidates for your business. The goal of any strategic interview is to assess a potential candidate’s qualifications for the open position and to understand the individual’s interests, values and motivations. By following these five steps, you can ensure that your process is successful.
1. Define Your Interview Process
Before you start your interview process, you need to clearly define what you’re looking for in a candidate. This will help you focus your interviews and eliminate candidates who don’t fit the bill.
2. Choose the Right Candidate Tracking System
Many companies use a candidate tracking system (CTS) to manage their recruitment process. There are a number of different candidate tracking systems available on the market, so it’s important to choose one that will suit your needs. For example, some CTSs allow you to keep track of candidates’ contact information while others provide more detailed information about their resumes.
3. Ask Questions That are Focused On The Qualifications And Skills You’re Interested In
Since you’ve already defined the job requirements, it’s easy to ask questions that will help candidates demonstrate their qualifications. For example, ask candidates how they would handle a situation described in the job listing or how they have successfully achieved a goal in the past.
4. Be Honest And Direct In Your Interview Questions
Don’t waste time fishing for compliments – candidates know what you’re looking for, so be straightforward and honest. For example, if you’re asking about a skillset, don’t try to sugarcoat the question by saying “I’m not sure if that’s really what we’re looking for.” Just say it outright: “Can you tell me how you’ve demonstrated proficiency in this area?”
5. Use Technology To Boost Your Recruitment Process
Technology can help you speed up the recruitment process by saving time and making it easier to find qualified candidates. For example, you can use a CTS to search for candidates based on specific criteria, track the progress of your interviews, and send job offers directly to candidates’ email addresses.
6. Follow Up With Candidates After The Interview
Thank them for their time and ask any follow-up questions you may have. This will help you get a better understanding of their qualifications and whether they would be a good fit for the role.
7. Be Flexible When Interviewing Candidates
It can be difficult to judge whether a candidate is a good fit for the role without first meeting them in person. If you’re flexible about when and where the interview happens, you’ll increase your chances of finding the right person for the job.
Final Words
A successful interview process depends on a number of factors, including good communication and flexibility. By following these seven tips, you’ll be able to make sure that your interviews are productive and lead to the right candidates. Attend the Compliance Prime webinar to learn more about the strategic interviewing process.
