Yesterday, I gave you some things to think about and watch for when interviewing candidates that look beyond the interview process. Here are some more tips that will help you determine if the candidate will be a fit for your position/company – as the 1 hour interview, itself, just isn’t enough…
- What is the candidate’s response time in communicating with me? Are they highly connected – or difficult to reach?
- What does the candidate say about the interview process? How insightful about the client/hiring team are they? How critical? How easy-going? How much do they reveal?
- What questions do they ask? Do they ask about hours? Work-life balance? What do they seem to value in a job?
- How do they speak about their family/children/significant other?
- What does Facebook say about them? LinkedIn (what groups does the candidate belong to)? Other social networking sites? Industry trade magazines? What are they blogging about? Tweeting about?
- What feedback did the interviewers have about the candidate (preferably obtained separately)? Any red flags? How thoughtful and thorough were they – did they get enough information? Are there any areas where I, as the recruiter, should follow up?
- What do their references have to say about them? Have the references been coached? Do they know anything about the position, and how the candidate‘s skills relate? Do they seem invested in the candidate’s future? How quickly does the reference respond to me when contacted about a candidate?
I could go on and on, as there are so many things to take into account.
The actual 1-2 hour interview does little to indicate how well a person might perform in a job. It doesn’t tell you enough. The interview, combined with all of the details surrounding the interview, provides an excellent picture of a candidate. Provided someone is paying attention…and putting the pieces together.
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