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So, you have an important position to fill. You have narrowed down your list of applicants and scheduled an interview for each one. When you meet with them, you find out that they are perfect for the job, but something just isn’t right about them. What went wrong? There is a good chance that the reason was due to a lack of thoroughness in your interview process.
The importance of a thorough interview
In today’s competitive job market, it is becoming increasingly difficult for employers to find the right candidate. That is why a thorough interview should be conducted with every candidate who applies for your position. You would be surprised at how many employers don’t bother with a thorough interview. Most simply ask their candidates basic questions like “what are your strengths?” and then hire them based on their responses. Even though this may seem like an easy way to fill positions within your company, there are many hidden costs associated with this method of hiring that many managers fail to consider before taking action:
Increased cost of turnover – When you hire someone who isn’t qualified or doesn’t fit into the culture of your company, there will be more turnover because they won’t feel comfortable in their new role and may leave after only one week on the job (or even sooner!). This means there will be more time spent interviewing new candidates and training them rather than getting work done efficiently by those who already know what needs doing.
Reduced productivity – Employees who aren’t trained properly often struggle under pressure which in turn leads them not being able to do their jobs properly which causes other problems such as accidents happening more frequently due lack knowledge/skillset needed by employee(s) performing work tasks incorrectly due lack experience or knowledge gained from other positions where their skill set should have been honed over years working and experience gained prior that was not properly vetted in the interview process.
A good interview is critical for success in hiring employees.
A good interview is critical for success in hiring employees. It’s a two-way street, where both you and the candidate have a chance to learn about each other.
- The candidate gets an opportunity to learn about your company, the type of work they’ll be involved with and what it’s like working there. This will help them decide if this job is right for them.
- You get an opportunity to learn about how well the candidate would fit into your organization as well as their skills, experience and personality traits that can contribute positively toward achieving your goals.
If you’re interviewing more than one person at once (e.g., panel interviews), use this time wisely so that each interviewee has an equal chance at impressing you with their abilities while not being distracted by others’ answers or conversations taking place around them
You would be surprised at how many employers don’t bother with a thorough interview.
You would be surprised at how many employers don’t bother with a thorough interview. In fact, many people think that if they’re just hiring someone, it’s not really all that important to do a good job of interviewing them because they can just train them on the job. This is especially true when it comes to seasonal and part time workers.
However, Not conducting an in-depth interview process can cost your company money and time in the long run. A poor hire will cost your business hundreds of thousands of dollars each year in lost productivity and training costs, as well as lawsuits and terminations (not to mention the reputational damage). On top of this, if you hire the wrong person for the job then it could end up being more expensive than simply doing things properly from the beginning!
On top of all that, this also means you aren’t giving yourself or your candidates every chance possible to find out whether you’re going to be happy working together—or whether either party will fit into your culture or team environment at all
There are a lot of people who can do the job, but not everyone will fit into the culture.
You might be able to find someone who is technically qualified for the job. But if they don’t fit into your company culture, then it’s not a good fit.
Why? Because you want to hire people who are motivated and happy enough to take initiative. They should also be good communicators because they will have to work with other people on your team.
The right person won’t just do the job assigned—they’ll contribute ideas of their own and help improve workflows within the company as a whole.
Learn as much as you can about the applicant’s past before you meet them.
The first step in getting to know an applicant is learning as much as possible about them before you meet them. You can do this by making sure that you have a well-written application, checking references and social media accounts, asking for a CV (curriculum vitae), finding out what they have done in the past and how they dealt with problems in their past jobs.
If someone has no relevant work experience but claims to be able to do certain tasks at your company, ask them how they would deal with those situations. A great way of doing this is through role play where they act out scenarios which could happen at work. If they are unsure of themselves or find it difficult to answer these questions the chances are that their confidence will be low when dealing with real life problems.
As the future employer you need to be able to meet and assess the candidate in person.
In a face-to-face interview, you have the opportunity to see and assess the candidate’s body language. You can see if they make eye contact with you and if they are confident in their responses. A good candidate will be able to confidently answer questions with appropriate body language, eye contact and facial expressions; this makes them more personable during an interview as well as after being hired.
A thorough interview will help the candidate figure out if this is the right job for them.
When a hiring manager conducts an interview, it’s an opportunity for both parties to get to know each other. The employer is trying to determine if the candidate is qualified for the position and if they’re good fit for their company culture. The candidate should also be able to figure out if this job is right for them by gauging whether or not they’d enjoy working there.
If you’re in charge of interviewing candidates make sure your questions are relevant to the position
The bottom line is that a thorough interview is an important part of hiring any employee. It helps you figure out if they’re good enough for the job, and it helps them make a better decision about whether or not they want to work there. The more information that’s available before making a final decision, then hopefully everyone has less stress and anxiety when making their choice. For interview guides, templates, and recruitment resources as well as guidance on finding the right candidate sign up for our staff management course. Our course provides you step by step guides, interview templates and tracking tools to make your recruitment process a success.
