Ever notice a candidate seemingly fine when they enter the interview and then as the interview goes on, they seem less comfortable? Sure, it could be nerves, but have you ever considered that your interview process could be scaring them off? You might think that you’ve got the easy job as the interviewer. All you have to do is ask the questions and evaluate, after all. But these five common interview process faux pas could be leaving top-notch candidates itching for the exit.
Lack of Preparation
Everyone’s busy, but you need to set aside time to prepare for an interview. Make sure you know about the position you’re interviewing for, backwards and forwards, and can answer any questions the candidate may have about the job. Have your questions researched and ready to go so you can adequately interview for the job at hand. Research your candidates’ resumes and applications so that you can form additional questions or comments around their past experiences and how they’ll relate to the position. If you go into an interview unprepared and unknowledgeable, the candidate will see you the same as you would see an unprepared candidate: not interested.
I think almost everyone can recount some unexpected interview questions that caught them off guard and became the most memorable part of a job interview. You know, those non-traditional questions like “If you could be doing anything, what would you do?”, or “If you could have any super power, what would it be?” Truth be told, these types of unique, thought-provoking questions often lead to the pivotal point in a job interview where even the most prepared, well-rehearsed candidates drop their guard and begin to reveal more about themselves than they may have anticipated.
Interviewing strategically using some unexpected interview questions can help the hiring manager dig deeper to find the best candidate for the job. These types of questions break the rhythm of the interview and allow unique qualities to be revealed. Such traits could be essential to the position, such as interpersonal skills, management style, integrity, and the ability to work with others.
After polling co-workers and industry peers, I have come up with a list of ten unexpected interview questions that tend to reveal the true candidate:
Before making a hiring decision for your operation you want to make sure that the candidate you hire is a good fit. An interview is intended to help you make an informed decision about which candidate matches the skills, knowledge and motivation of the position. Making the right hire reduces your cost per hire, improves your employee turnover rate, as well as improves your staff quality and work environment.
An essential part of interview preparation is formalizing a list of questions for use during the interview. As you think about the questions you typically ask prospective employees, consider the effectiveness of each question. Most questions should center on job knowledge and if the employee will be a fit for your operation (likes and dislikes). Avoiding questions that can be quickly answered yes or no, can help maximize the amount of information you collect from a candidate. It is also important not to lead the candidate into responding a certain way with phrasing. Example: You are a hard worker aren’t you? Interview questions should help you learn more about the candidate without being overly forceful or intimidating. Avoid questions or using a tone that is accusing or could make a candidate fill interrogated or uncomfortable.