Interviewing job candidates is more than just asking a series of questions. The more you know about a person – including their motivators, passions, personality and strong and weak points – the better equipped you are to add real value to your hiring process.
Information should flow both ways as you carry on a productive conversation and accurately gauge candidates for job and cultural fit. As you actively listen and paint the overall picture that will drive your final decision, consider these “need to know” areas.
What They Want versus What They Have
Rarely does a candidate change jobs for salary alone. Money is always a factor, but often there are other key things missing from their current situation. This disparity is called “position differential.” You need to find and address it.
- By filling a candidate’s needs, you can develop the strategy and elements you’ll need to close the deal. Is the underlying issue hours? Corporate culture? PTO, health insurance or other benefits? Find the individual’s pain points and determine how you can relieve them.
How They Work Best
Some people do their best work if left alone. Others thrive in a team environment. You already have a good handle on your company philosophy and environment. Will the candidate fit in?
- A person’s working style is just as important as their skills. Not everyone who is capable of doing a job will be a success at it. If you believe a person has the wrong “DNA” for your organization, it’s imperative to raise this issue.
Overall Strengths & Weaknesses
Everyone has both assets and liabilities. Identify them in each of your candidates and then determine whether or not they can succeed in your position, based on your findings.
- Hint: Ask them. We’re seldom good at things we don’t enjoy, so ask you candidate which job functions they don’t like handling and why. Don’t end the interview till you’re satisfied with the information you gather.
- Take a behavior-based approach. Never hire based solely on “gut feeling.” Rather, you need solid information based on a candidate’s past situations and experiences. Gauge this with the needs of your company and the current position.
Complete Compensation Details
Understand exactly how a candidate’s current compensation program is structured, so you know what you’re up against.
- Compile a complete list of wages and benefits. It’s about way more than just base salary. Deal breakers might include bonuses, stock options, or HMO versus PPO health coverage. You just don’t know till you know.
- Find out when the applicant is up for their next performance review. Depending on the timing, this could be a factor altering cash compensation.
What You Need to Close the Deal
Once you’ve found your superstar, quantify exactly what they want and nail down what it will take to make them part of your team.
- Are other offers imminent? This is essential information. If there are other opportunities on the table, you need to move fast.
- Get the details. If an applicant wants more money, how much? If they want more challenging projects, what type? Get down to the nitty-gritty.
Remember, it will all be worth it if you make a successful hire in a timely fashion. The long-term ROI will be top quality, performance and productivity … in other words, success!
For additional guidance in perfecting your recruitment process, contact the experts at PrideStaff Modesto today.