From 'Good' to 'Right': A Guide to Interviewing Candidates Who Will Say 'Yes'

Introduction: A Rookie Mistake That Changed Everything

In the early days of my recruitment career, I landed a juicy vacancy: an IT Manager role in a bank. Confident and eager, I scoured my network and resources to find the perfect candidates. To my delight, three of them received job offers. But then, reality hit—each candidate declined for a counteroffer from their current company.

During an internal review, my manager served me a reality check: "It's the result that matters." It dawned on me that while I had good candidates, they weren't the right candidates. Why? Because they weren't committed to making a move. That lesson forced me to rethink my interviewing strategy, and now I'm sharing what I've learned with you.

The Three-Part Framework for Foolproof Interviewing

Skills & Experience

Before you can gauge if someone is the right fit, you need to ensure they have the skillset to excel in the role. Here's how to go about it:

• Requirement-Based Questions: Directly ask about skills and experience related to the job description. For example, if you're hiring for a software engineer proficient in JavaScript, ask them to detail a project where they used the language.
• Skill Tests: Whether it's a coding exercise or an Excel test, nothing measures skill better than putting it into practice.
• Situational Questions: Pose hypothetical scenarios related to the job to check their problem-solving skills and situational awareness.
• Portfolio Reviews: Especially for design or writing roles, a review of their past work can be invaluable.

Motivation

The candidate's motivation for job-hunting can tell you a lot about whether they'll be a good fit for the role and the company culture.

• "Why are you looking for new opportunities?"
• "What excites you about this role?"
• "What are your most important considerations for your next job?"
• "Can you discuss your reasons for job changes in the past?"

Commitment

This is the clincher. Determining the candidate's commitment can save you from the embarrassment of declined offers.

• Direct Ask: "Imagine you receive an offer from us that meets all your conditions. What would your current employer need to offer for you to stay?"
• Market Exploration: Sometimes candidates are merely testing the waters. Ask them, "Is this a good time for you to move, or are you just exploring the market?"
• Intention Check: "If you receive a counteroffer from your current employer, how would that influence your decision?"

By asking these questions, you can gauge if a candidate is truly interested in the role or just using the interview as a bargaining chip for their current job.

Conclusion: The Importance of the 'Right' Candidate

Through trial and error, I've learned that the key to a successful hire isn't just about finding a candidate with the right skills and experiences. It's about finding a candidate who is motivated and committed to the role you're offering.

By following this three-part interview framework, you're not just ticking boxes—you're conducting a comprehensive evaluation to ensure you're extending offers to candidates who are most likely to accept and excel in their new role. This ensures that you deliver results, not just efforts.

About us:?

Global recruitment agency MindHunt over 12 years helps companies to source, select, and place candidates for management, engineering, operations, finance, and legal roles in Ukraine, Europe, and Asia.

Give us 5 days and start interviewing candidates that we sourced and screened according to your requirements. If you want to use the power of the recruiting agency MindHunt, please book a free Recruiting Consultation today.