How to Run a Job Interview Process that Finds Top Employees - Docket

How to Run a Job Interview Process that Finds Top Employees

The interview selection process hasn’t changed much in recent years for most organizations. Studies of the interview process in research suggest it’s time for companies to ask themselves questions about the interview process and try to find better ways to attract top new employees. Planning the process can be as significant as the process itself. Sometimes, how to conduct an interview questions are as important as what to ask the candidate questions.

Creating a Job Interview Process

Organizations should consider a consistent interview process that includes well thought out interview guidelines for employers. This would consist of clearly defined stages of the interview process and a sample interview question and answer template.

With an effective interview procedure, no one would have undue questions about the interview process. Both the employer and the candidate would clearly understand the steps and when they will occur.

Today’s workforce values an open, transparent environment. If top candidates are going to be attracted by your process and your company, employers’ interview processes need to be clear to everyone right from the start. Potential employees, as well as HR staff and hiring managers, must know what to expect when they walk into these types of meetings.

Strategic Interview Questions To Ask Candidates

One of the most important tasks in developing an interview process is to create a repository of interview questions and answers. When a company has identified the best strategic interview questions to ask candidates, it is positioned to evaluate candidates’ skills and personalities comprehensively. Also, an efficient process shows the candidates respect and appreciation for their time and effort. The interview template should include questions from the following categories.

Scenario Questions

In an interview, these creative questions focus on how a candidate has reacted to a specific situation in the past and what they would do in future instances. Examples are, “Tell me about a time you had a dispute with a coworker and how you handled it,” or, “What questions need to be answered in a kick-off meeting related to a project like X?” These can be tough interview questions and answers, but they focus both interviewer and interviewee on real-life situations.

Knowledge Questions

What are the most common interview questions and answers? They’re those that relate to the candidate’s experience in and understanding of the job in question. The top job interview questions to ask include, “Tell me about your experience with this project management tool,” or, “What process do you use to manage that task?”

Some of these are short interview questions and answers, and others go into depth, but all allow the candidate to establish credentials.

Culture Questions

There’s a type of question that helps break the tension and, at the same time, gives insights into the personality of the candidate and whether they’d be a fit with the organization. These unique interview questions to ask employees include light questions such as “What’s the best movie you’ve seen recently?” These queries can be sprinkled throughout the interview. It’s best if they relate to the culture of the team the candidate will be working with.

Open-ended Questions

It’s hard to really get to know a person without asking open-ended questions that encourage them to talk freely. “Tell me about yourself,” or, “If you take this job, what do you see yourself doing five years from now?” are powerful questions to ask during an interview. Anything that encourages them to tell a story or to describe an incident at length is among the unique interview questions that, like the culture questions, will help you better know and understand the candidate.

Candidate’s Questions

Don’t neglect the opportunity for the candidate to ask questions of you. After all, each party is evaluating the other in the interview process. The sharpest candidates will have unique interview questions to ask the employer. Don’t be taken aback if the interviewee has killer interview questions to ask employers. Be prepared for tough questions, and be appreciative of them. They show that the candidate has made an effort to learn something about your company and is genuinely interested in the job.

Best Job Interview Process

Current interview best practices for hiring managers include ensuring that the sample job interview questions and best answers are relevant to the specific job. For example, traditional interview guidelines for interviewers have encouraged “hardball” questions that require candidates to think fast under pressure. If that’s a bona fide requirement for the job, that’s fine, but many jobs don’t need quick thinking under fire.

Strive to make certain that your interviewing process and skills and the steps involved in the interview process are tailored to the type of job and appropriate for that job. Sometimes, it’s best to take some of the pressure out of the interviewing process by letting the candidate know what will be asked ahead of time. This way, they can expound on their qualifications in a more relaxed manner. It might help you make a better connection with the real person sitting across from you.

About the Author

Heather Hansson

Heather is VP of Product and Chief of Staff at Docket. She enjoys leading cross-functional teams to work together on vision, strategy, and implementing solutions that help people work and live better. When she isn’t helping rid the world of wasteful meetings with Docket, Heather likes to run, take violin lessons with her son, and spend time with her family.

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