How to choose the right candidate in a job interview

Employment interviews often do not bear much correlation to job performance. In spite of this, they are unavoidable while we chose the right candidate for a job. Understanding the various things that the interviewer should analyze in a prospective employee can help ensure that the interview is conducted in the most effective way and that the most suitable candidate is chosen.

According to Malcolm Gladwell that first impressions can be so powerful that most interviewers make strong perception regarding a candidate in the first 30 seconds of an interview, as stated in an article that appeared in the “New Yorker”. 

The interviewer should actively try to overcome the "halo and horn effect" of those first impressions and use a well-thought-out structured approach to assess the candidate’s ability to do the job. 

Questions must be posed that can analyze how the candidate might act under stress and pressure. The best way to do this is to note the non-verbal communication and body languages, such as eye contact, hand gestures, and posture in addition to listening attentively to what they are saying.

So, what are the best way to determine if your candidates have the right behavioral traits and skills needed for the role? Here is how can you get started.

Give them a project

Prior to any formal interviews, successful applicants are often asked to complete an activity that they would do as part of their job. This shows the capability and project management skill and style of your candidates before selection can be made at the interview. Since this is their comfort zone, this is what they should be good at.

Give them a problem

Present a problem they would be likely to face in their role and ask them to respond with how they would solve it. you may ask them to write it down. This can be a part of a group discussion. Ask them to discuss their response and the thought process behind their solution, you’ll verify both their skills as well as their behaviors.

Understand what excites them

Always ask candidates about what they’re passionate about. This is what drives them to perform and check if that really aligns with your company culture.

Take them out of the interview room

An easy way to do this is to take your candidate out for lunch, or for an office walk, or a campus tour. The dynamics will be completely different as the candidate will be a little relaxed and informal. Note the behaviors you want to observe. This will open up the candidate to his real self. Don’t shy away from more creative ideas such as inviting him over a team lunch. 

Get feedback from other sources

Make the candidate meet existing employees outside of the interview. They can be your eyes and ears when you’re out of sight. Find ways for other team members to interact with your candidate such as to give the candidate a tour of the office, or to meet the candidate in the reception and accompany them to the interview room. Take their feedback about the prospect.

Make culture fitment a part of your hiring 

Define your culture to the candidates and come up with thoughtful interview questions which relate to the culture of the organization. This conversation will help you identify the people who also believe in your values and can are ready to integrate them into their work. Ask for specific examples that they have demonstrated in situations faced in previous organizations/ or college. Many organizations have their hiring team evaluate each candidate’s culture fitment by psychometric tests and background check. 

First, make sure candidates have the skills and know-how to do the job. While culture fit is important, it shouldn't be the only concern when hiring. You ultimately need to hire the best person for the job, not the person who best fits in with your team. If you overvalue culture, you run the risk of making hiring decisions based on the wrong factors. Culture fit should be used to supplement your candidate evaluations.  

These recruitment strategies will not only help you to hire the best candidate but the best candidate that is the most likely to stay with you for the long-haul. You’ll not only see a more relevant side of your candidates, but you’ll also give your candidates a far clearer view of what’s involved in the job and what your business feels like. When you make your recruitment process relevant to the role, you’ll hire only the best candidate – not just the one who performed the best at interview.