The Recruitment Series – Week 3
We at AHR take recruitment seriously. Over the past few weeks, we’ve been discussing different aspects of recruiting through a series of posts. We continue this week with a few points about why using best practice during the interview process is so important.
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Structured Interview Techniques: How to Hire the Right Fit
In today’s time-poor world, you must conduct interviews thoroughly to prevent a costly incorrect hire. Using structured interview techniques ensures you evaluate every candidate fairly and efficiently.
In past weeks, we discussed how to identify what your company needs. Now that you have whittled down the applicants, it is time to meet them. However, a great personal presentation is not the only factor to consider. You must look deeper than how a candidate “presents” during the meeting.
To build a better framework, use these three pillars: Appears to, Can do, and Will do.
1. Appears To: Beyond the Resume
You likely already have a sense of how a candidate appears. You have seen their resume and perhaps held a brief phone screening. These provide subtle insights into their presentation.
However, looking good on paper is not everything. Structured interview techniques help you look beyond a candidate’s “talk.” Many applicants interview well, but “talking the talk” may not be an essential skill for the actual role. Ask yourself: will their confidence transfer into your specific work culture?
2. Can Do: Assessing Applied Knowledge
The “Can Do” stage determines if an applicant has the required knowledge. Based on your initial job analysis, you should deploy a series of standardized, experience-focused questions.
By using structured interview techniques, you can assess an applicant’s real experience and motivation. Watch how a candidate thinks and responds. These insights often reveal more than the printed resume. Depending on the role, you might also include a skill-testing portion or save it for a second round.
3. Will Do: Evaluating Mentality and Fit
The “Will Do” factor is perhaps the most important level of assessment. It ascertains whether an applicant’s mentality matches your company’s values. You need to know if their aptitude and maturity fit the daily operations of your organization.
These factors are harder to assess, but skipping them leads to poor hiring decisions. To remain equitable, you must frame every meeting the same way for each candidate.
Building an Equitable Interview Experience
Follow these points to maintain a fair process for everyone:
- Standardize the Process: Ask the same questions to every candidate. This allows you to compare responses swiftly and stay on schedule.
- Use an Interview Panel: Having more than one interviewer reduces unconscious bias. It also allows different team members to focus on specific data points.
- Target Your Questions: Design questions around your selection criteria, such as specific skills, behaviors, and values.
Get Expert Help with Your Recruitment
Do you need assistance with your next recruitment drive? The team at AHR is uniquely positioned to help you find your next best hire.
We offer three levels of support:
- Templates and Guidance: We provide the tools for you to run the process yourself.
- Professional Partnership: An AHR expert works alongside you through the whole process.
- Full Outsourcing: We complete the entire recruitment process for you, giving you your time back.
Call us now on 1800 577 515 or visit our website to book a free consultation. We take the pain out of hiring so you can focus on your business.
The information in this blog was accurate at the time of writing and is intended as general advice. For specific advice, please call AHR on 1800 577 515.
