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Interview Best Practices: Finding the Right Fit for Your Organisation

Updated: Jan 30

Recruiting top talent is a make-or-break moment for organisations. It's not just about filling a role; it's about finding the right fit for your team. Here are some essential interview best practices to help you achieve that goal.


Interview best practices

"People are not your most important asset. The right people are." – Jim Collins (American researcher, author, speaker and business management consultant)

Recruiting top talent is a crucial task for any organisation. The success and growth of a company depend on the quality of its workforce. Moreover, hiring the wrong candidate can be expensive. Research indicates that a poor hire can cost a business up to $15,000. In the meantime, 74% of managers admit that they have occasionally made the wrong hiring decision.


To ensure you make the right hire, it is essential to employ effective interview best practices. The goal is not just to fill a position but to find the perfect fit for your company. In this article, we will explore some key interview best practices that will help you identify the right candidates for your team.


#1 Define Your Requirements Clearly


Before you even start interviewing candidates, it's important to have a clear understanding of what you're looking for. Work closely with the hiring team to define the role, responsibilities, and qualifications required. A detailed job description is crucial, as it sets the foundation for the interview process.


#2 Structure Your Interviews


A structured interview is an evaluation technique that gauges a candidate's suitability for a position by posing the same set of questions to each prospect and evaluating them using the same standards. With this method, the hiring team must create a well-defined goal for every interview as well as a predetermined list of structured questions that each interviewer must ask.


Additionally, it has a scorecard or rubric of some sort to assist interview panelists in evaluating responses to every question. This implies that the same preset questions are posed to each applicant (as well as the same order), and the same scale is used to assess each contender's answer.


Structured interviews help ensure fairness and consistency in your assessment process. Establish a consistent set of questions for each candidate, focusing on both technical and behavioral aspects. This approach allows for easier comparison and evaluation of candidates' responses.


#3 Assess Cultural Fit


Beyond skills and qualifications, consider cultural fit. Does the candidate share your organisation's values and beliefs? Will they thrive in your work environment? Cultural alignment is crucial for long-term employee satisfaction and success within the company.


#4 Use a Mix of Interview Techniques


Diversify your interview techniques to gather a comprehensive view of each candidate. Consider using a combination of one-on-one interviews, panel interviews, technical assessments, and situational judgment tests. These varied methods provide a holistic perspective on the candidate's abilities and character.


#5 Focus on Behavioral Interviewing


Behavioral interview questions are designed to assess how a candidate has responded to real-life situations in the past. They provide valuable insight into a candidate's problem-solving skills, adaptability, and interpersonal abilities.


In order to predict a candidate's future behavior and performance, behavioral-based interviews focus on the candidate's prior experiences, behaviors, knowledge, skills, and abilities. The interviewer asks the candidate to give specific examples of times they have demonstrated particular behaviors or skills in the past. Asking questions like "Can you describe a time when you faced a challenging situation at work and how you handled it?" can help you gauge a candidate's suitability for your organisation.


#6 Ask Open-Ended Questions


Refrain from asking close-ended questions which would result in candidates replying with short or even one-word answers. Instead focus on asking open-ended questions to encourage candidates to provide detailed responses, allowing you to better understand their thought processes, communication skills, and critical thinking. Questions like "Can you tell me about a project you're proud of and the challenges you encountered along the way?" can reveal a candidate's ability to reflect and articulate their experiences.


#7 Consider Soft Skills


While technical skills are essential, do not underestimate the importance of soft skills. Strong communication, teamwork, adaptability, and problem-solving abilities are invaluable in the workplace. Assess these qualities during the interview process, as they are often indicative of a candidate's potential for success and growth within your organisation.


#8 Evaluate Long-Term Potential


Rather than just looking for someone to fill a current need, consider candidates' long-term potential. Ask about their career goals, aspirations, and how they see themselves contributing to the organisation in the coming years. Identifying candidates who align with your company's future vision is essential for sustained success.


#9 Avoid Biases


Unconscious biases can cloud your judgment and lead to poor hiring decisions. Interviewer bias occurs when the interviewee's judgment is influenced by the interviewer's expectations or opinions. This could have a positive or negative impact on the result, and these assumptions could intentionally or unconsciously skew judgment.


For instance, if the candidate didn't make enough eye contact when answering questions or didn't shake hands firmly enough to begin the interview, the interviewer might conclude that they weren't a good fit for the company. These are severe but typical forms of adverse interview bias consequences.


Another instance of bias could be when the interviewer has a personal connection to the interviewee due to shared interests, ideologies or even experiences. It is crucial to remember that certain interview subjects may provide answers intended to appease the interviewer, which could further skew the results.


Train your interviewers to recognise and eliminate biases from the evaluation process. Apart from having structured interviews and well-defined criteria, interviewers need to be trained on diversity and equality, as well as how to stay clear of their own unintentional prejudices. This would not only lessen the effects of covert prejudices and intolerances, but it will also create a more equitable interview process for each applicant.


Training ought to cover topics like:

  • How to refrain from posing unrelated queries that can cause assumptions about someone's character

  • Understanding how presumptions about applications can be made

  • Evaluating candidates with objectivity and an open mind, without letting factors like appearance or body language influence your assessment of them


Need Help to Find that Perfect Hire?


Ready to transform your hiring process and secure the perfect addition to your team? First Konnection is your partner in finding the ideal hire to drive your company's success. Our seasoned recruitment specialists meticulously assess your business needs, ensuring a tailored approach to sourcing candidates who not only possess the requisite skills but also align seamlessly with your company's culture and goals.


Let us streamline your hiring journey, saving you time and resources, while guaranteeing a perfect fit for your team. Elevate your company's performance with the right talent—connect with First Konnection today, and let's embark on a journey to find your perfect hire together!


 

First Konnection is a leading specialist education recruitment agency that provides recruitment and business solutions to companies in the education industry located both locally and regionally. Licensed by the Ministry of Manpower in Singapore, First Konnection has developed into a top recruitment firm for enterprises of all sizes, offering specialised turnkey solutions and invaluable advice to meet our clients' needs.



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