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Recruiting advice that candidates may find useful - Part III

17/03/2016

With increased activity in the UK Recruitment marketplace, it is becoming all the more important that you hire the right candidate the first time, and whilst recruiting/interviewing can often be viewed as a game of chance, you truly can identify the right individuals if you invest the time in the hiring process.

Interviewing job candidates is tough, especially as some candidates are a lot better at interviewing than they are at working.

To get the core info you need about the candidates you interview, here's a simple but incredibly effective interview technique.

Here's how it works. Just start from the beginning of the candidate's work history and work your way through each subsequent job. Move quickly, and don't ask neither for detail or follow-up questions, at least not yet.

Go through each job and ask the same three questions. I’m going to answer to the third and last one today!

 

3) Why did you leave?

Sometimes people leave for a better opportunity. Sometimes they leave for more money. 

Often, though, they leave because an employer is too demanding. Or the employee doesn't get along with his or her boss. Or the employee doesn't get along with co-workers.

When that is the case, don't be judgmental. Resist the temptation to ask for detail. Hang on to follow-ups. Stick to the rhythm of the three questions. That makes it natural for candidates to be more open and candid.

In the process, many candidates will describe issues with management or disagreements with other employees or with taking responsibility--issues they otherwise would not have shared.

Then follow up on patterns that concern you. It's a quick way to get to the heart of a candidate's sense of teamwork and responsibility. Some people never take ownership and always see problems as someone else's problem. And some candidates have consistently had problems with their bosses--which means they'll also have issues with you.

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