HR Department
  • Home
  • Did you Know?
  • Our Services
    • NEW: Mediation
    • HR Audit
    • Implementation
    • HR Support Service
    • HR Services
  • Our Experts
  • Testimonials
  • The HR Advisor
  • Contact Us
  • Login

Top tips for Interviewing: How to weed out the Fabrications and spot the Perfect Candidate

9/11/2017

0 Comments

 
Picture
The interview process is a long one. First the job post has to be published, following that, you have to wade through the endless amounts of CVs from prospective employees, and only then begins the interviewing. Job interviews are an interesting procedure, with employers trying to recruit the best talent, while at the same time sussing out which of the many applicants are simply exaggerating. Hiring the wrong person can be a complicated and disruptive problem for a company, so it’s important to get the right person from the get-go.

Interviewing has been referred to as an art and there's no doubt that it calls for insight and creativity. It's also very much a demanding process, with certain methods and consistency used to produce effective results. During interviewing you will need to thoroughly investigate candidates, which of course can sometimes be easier said than done. We have compiled some tips that will lead you down the right track with selecting the best candidate for the job and avoid choosing the wrong employee:

1. Review each candidate’s CV again in great detail:


Prior to the interview, it is very important to have another in depth look through a candidate’s CV to get a proper feel for what they can offer your company and to the job role. Look out for a flawless presentation, correct spelling and grammar and attention to detail (particularly with their personal profile and work experience). This will give you a proper insight into how they use teamwork and their initiative amongst other key skills and qualities.  

As well as reviewing the CV, it’s also good to ask yourself these questions: What will this person be expected to do? What are the technical knowledge and creative skills essential for the position? What do you expect this person to accomplish?

2. Identify soft skill job attributes
When identifying the position you need to fill, don’t forget to determine the skills a successful employee will be required to have. There will be many potential candidates who meet the requirements, but by considering the social skills needed, this will help you distinguish the best candidate from dozens of equally qualified ones.

According to a careers study from the Guardian, 89% of global professionals believe that communicating with clarity directly impacts their career and income and this is still the case. So ensure that your future employee has the communication and social skills needed by asking them open-ended questions. These types of questions allows you to assess the creativity of each response, while giving the candidate more opportunity to prove themselves, some examples include:

  • Can you describe yourself?
  • What goals have you set for your future?
  • Describe the work environment or culture and the communication style it uses in which you experience the most success.
  • Describe the type of communication in a company that is essential for you to work most effectively.

Asking questions like “Why do you want to work for us?” or “How did you hear about the job?” shows the amount of research that has been done prior to the interview and at the same time you can discover the effectiveness of your company’s advertising.  

3. Pitch them a real-life situation
According to Peter Economy, (author of the Leadership Guy) the best way to get straight to the point and find out exactly what you are after, is to throw a real-life work situation at the candidate and see how they react.

This unpredictable aspect of the interview enables you to check the applicant’s ability to perform under pressure. Not only this, but adding this dash of imagination to the interview can help you see the interviewee’s expectation of others. Some ideas to consider would be asking how they would deal with an unsatisfied client or how they would increase publicity, all depending on the type of company.

4. Make sure they are team players


It’s important that potential employees present themselves as a true team player and are keen to create solid work relationships. Enthusiastic people, who are attentive to how their interactions with people make them feel, tend to generate productivity throughout the workplace. This is because they are creative in connection and it’s important you feel this when speaking to a candidate.

In companies like Netflix, the corporate culture is all about freedom and responsibility to lead the market in innovation, their emphasis is on hiring colleagues who are fantastic collaborators, asking questions including “Can you tell me about a time when you showed true team spirit?”, “How do you deal with conflict at work?” or “What are the benefits of teamwork?”, will help you get a proper insight into their views.

​

For more helpful HR tips and advice, CLICK HERE to sign up to our newsletter.


0 Comments



Leave a Reply.

    Archives

    February 2021
    January 2021
    December 2020
    November 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014

    Categories

    All
    Absenteeism
    Agile Management
    Anger
    Annual Leave
    Appointments
    Big Data
    Bullying
    Bullying In The Workplace
    Business
    BYOD
    Collaboration
    Communication
    Company Culture
    Compulsory Retirement
    Conflict Resolution
    Corporate Culture
    Covid 19
    Covid-19
    Cyber Bullying
    Data Protection
    Device Policy
    Digital
    Digital Transformation
    Disciplinary Procedures
    Discrimination
    Diversity
    Dress Code
    Emotional Intelligence
    Employee Benefits
    Employee Diversity
    Employee Engagement
    Employee Performance
    Employee Relations
    Employee Resignation
    Employee Retention
    Employee Rights
    Employee Wellbeing
    Employer Branding
    Employment Contract
    Equality
    Flexible Working Hours
    Freelance
    Freelancer Management
    Freelancing
    Gender
    Gig Economy
    Health And Safety
    Hiring Process
    HR
    HR Automation
    HRLocker
    HR Paper Work
    HR Performance
    HR Tips
    Human Resources
    Incentives
    Inclusion
    Independent Contractor
    In-house
    Innovation
    Intelectual Property
    Intern
    Jargon
    Just Culture
    L&D
    Leadership
    Learning & Development
    Long Term Illness
    Management
    Managers
    McDonalds
    Mediation
    Mentorship
    Millenials
    Motivating Staff
    Music
    Negative Employees
    Office Romance
    Onboarding
    Outsourced HR
    Paid Paternity Benefit
    Parental Leave
    Parenting
    Part Time
    Part-time
    Passive-aggressive
    Paternity Leave
    Paternity Leave Policy
    Pay Gap
    Pensions
    People Operations
    Poaching Employees
    Policy
    Problem Employee
    Productivity
    Profit
    Protected Disclosures Act
    Recruitment
    Redundancy
    Retirement
    Role Of HR
    Salary Transparency
    Sexual Harrassment
    Sick Leave
    Sick Pay
    Sick Policy
    Skills
    Skills Shortage
    Social Media
    Social Media Policy
    Staff Burnout
    Staff Engagement
    Staff Retention
    Staff Training
    Strategy
    Success
    Talent
    Talent Acquisition
    Talent Retention
    Team
    Teamwork
    Tech In HR
    The Jungle Book
    Training
    Trust
    Unfair Dismissal
    Vacation
    Whistleblower
    Work Arrangements
    Working Parents
    Workplace
    Workplace Bullying
    Workplace BYOD Policy
    Workplace Conflict
    Workplace Discrimination
    Workplace Harassment
    Workplace Health
    Work Related Stress
    Zero Hour Contract

    RSS Feed

HR Department, 49 Hollybank Avenue, Lower Ranelagh, Dublin 6, Ireland.
 
Phone : +353 87 852 7723
E-mail: [email protected]

Registered in Ireland under company number 348834

Testimonials

Fallon and Byrne

“As a medium –sized business, we could not justify having an in-house HR person. The HR department provided the perfect solution for us, giving us access to all of the expert advice we needed on an outsourced basis"

READ MORE!
Website by Chevron Studio