TFTS shares important steps to assess an interview candidate and select the potential candidate
Selection of the right candidate is of utmost importance for a business, while an excellent new employee can bring new ideas and uplift the work culture of an organization on the same time an average or poor candidate can silently damage the business, sometimes beyond correction. A wrong candidate can cause a business to lose its clients and customers, damage work culture, steal or work as a spy of competitors.
The challenge is in short interview duration, it is not easy to tell whether an interview candidate is suitable or not. That is because most of the times, people put on different masks when they are interviewed. These are the people pleasers, and the employees that you don’t want. They will try to look different than they are just to please you.
Today Ms Kanika Kohli, Vice President of Northern India’s number one manpower outsourcing company Trendsetters Facilities & Technical Services (TFTS) shares four important tips on how to assess an interview candidate correctly.
1. Ask Personal Questions
Taking a person out of his or her comfort zone says a lot about that person. Asking an out of the box question can give a real perspective upon your interviewee. The way in which they answer these types of questions is going to reveal many things about their personalities. Here are some ideas of out-of-the-comfort-zone interview questions:
- How would your best friend describe you? – if they answer the question using too many formal words, you know they are not honest. I mean, seriously, who would describe their friend as being “proactive and dynamic in the workplace?”
- What is the reason why I should hire you? – if they stop for a second, think, and come back with a poor answer, they do not know their qualities very well, and they are not sure of their potential.
- If you could be any other person in the world, who would you be? – Depending on their answers, you can tell whom they admire, and how their personalities could develop.
2. Ask about Previous Jobs
If you ask the candidate about their previous job and how they felt about it, will help you understand their expectations. It is not only about you hiring the right person – it is about mutual respect and ability to communicate. It is about them fitting into the workspace. For example, you could find a person with the best qualities in the world, but they might simply not get along with your other employees.
3. Ask about their Personality
Personality wise, it is very hard to make a choice between employees. Sometimes, the energetic people fit better in your office, but other times, the quieter ones are more appreciated. It really depends on your work setting, and eventually, on how people interact with each other. Here are some questions that could help you determine whether a person is the right fit or not.
- Would you rather take initiative in solving a new task, or wait for guidelines?
- Do you prefer teamwork or solo work, and why?
- What are you passionate about, and what is your most interesting life-fact?
- How did you react when a manager did not respond well to your work results? Give examples.
4. Ask About Their Productivity
Resume generally give a very limited idea about the candidate’s level of productivity and it is not easy to assess if their productivity level suits your organization’s expectations or not. Here are few questions that can help you learn productivity level of an interview candidate little better.
- What is the most enjoyable work you’ve done? Why was it enjoyable? – It gives you clues on what type of work they enjoy and do best
- What would your colleagues/former employees say it’s your biggest weakness?– It shows where they lack confidence
- What kind of volunteer activities have you done and why?– It gives you a sense of whether they are more productive working in a team or not.
- Are you a punctual person?– Give me an example of a moment when you have not been punctual. What were the consequences? – Gives insight in their private lives, see if they feel bad about not being on time.