It’s often said that interviewers make up their mind within a few moments of meeting someone, however, that is with many years experience of knowing exactly what to look for. As the coronavirus pandemic continues, recruitment will have to adapt.
This might mean more nuanced interview techniques will likely prevail, including more remote and considered methods of measuring a person’s suitability for a position. Mandy Watson, MD of Ambitions Personnel, shares five questions that first-time employers should be asking.
A true balance of shared ideas and beliefs brings a team together. Rather than prodding at past experiences or job details, find out what makes a person tick. Are they motivated by something? Do they have a vision for a future that you can recognise as being valuable to your company and the role advertised? One undervalued quality in business is synergy and fit. It’s been said before, but candidates are no longer looking for a job for life, rather a place they can develop, be nurtured and grow. Can you see them fitting into your team based on passion and motivation? If not, consider the long-term. Are you also the right fit for them?
We might all be sick of idle chatter about the ongoing pandemic, but consider it as a way to spark off some exploratory questions. How have they handled adapting to a new way of working? What motivated them to look for a job in one of the most significant health crises in living memory? Have they learned something about themselves during this time?
Technology, skills and learning
As the current economic climate continues and the world feels more connected via technology and tracking, why not explore a discourse that brings in technology? Every workplace uses and utilises something different, so see what they have been used to implementing in the past in relation to the role they are trying to obtain and ask if they have any suggestions on tech or systems they feel will help. With the advent of connected tech being forced upon the population, what do they think this might mean for the future?
It’s impressive to gather experience, even better to see a candidate’s journey through promotions and success with each job role from a CV. However, ask about what challenges they have overcome and how relevant that might be to a future with your company. Have they overcome a personal challenge, or deal with a crisis at work before? How did they surmount the obstacles in their way? Could they deal with future challenges?
The colour of money
It might not be a subject we are used to in this country, but it should be. Roles are increasingly being shown to candidates with little to no clue as to their salary level. Be honest and bold with a question that simply sets out what expectations are, without giving away your hand too much. The right candidate can always push your own expectations higher so to stick to a rigid plan here is always a risky move. Would you envisage this person being of real value to you and what you are seeking to achieve? Then pay them fairly. It really can be as simple as that.