{"id":12575,"date":"2022-07-06T09:43:31","date_gmt":"2022-07-06T13:43:31","guid":{"rendered":"https:\/\/gtm.com\/business\/?p=12575"},"modified":"2022-07-13T15:29:11","modified_gmt":"2022-07-13T19:29:11","slug":"job-interviews-talent-acquisition","status":"publish","type":"post","link":"https:\/\/gtm.com\/business\/job-interviews-talent-acquisition\/","title":{"rendered":"How Effective Job Interviews Help Your Talent Acquisition"},"content":{"rendered":"

\"jobMaking the Most of Job Interviews<\/h2>\n

When interviewing job candidates, time is critical. The time you spend talking to candidates adds up quickly, especially if you have a lot of great candidates. That has a cost\u2014you\u2019re not getting other important work done. That time also goes by incredibly fast. Within the span of a brief discussion, you have to gather the information you need to make an informed hiring decision and <\/em>to sell the role to a potential hire. And don\u2019t forget you\u2019re competing with other employers eager to snatch up talent. Every minute counts when it comes to talent acquisition.<\/p>\n

Wasting time also amounts to a bad experience for candidates. Aside from the fact that they have other things going in their lives, you will be asking at least one of them to make a good decision too. A bad decision, on your part or theirs, will likely result in you both parting ways sooner rather than later, compounding the cost of filling the role.<\/p>\n

Let\u2019s look at some basic practices that will enable you and your job candidates to make the best use of this time.<\/p>\n

Before you conduct any job interviews, document what the position entails and what core competencies will be needed to do it.<\/h3>\n

Interviews are not the time to clarify what you want the job to be. If you go into interviews fuzzy about the functions of the job, you won\u2019t be able to assess whether and how well candidates can perform.<\/p>\n

Include job interview questions about specific occasions when candidates used those competencies and what the outcome was.<\/h3>\n

For example, if the job you\u2019re hiring for will involve regularly de-escalating tense situations with irate customers, you might ask candidates to tell you about a time in which they were able to calm an irate customer. This method of questioning\u2014called behavioral interviewing<\/em><\/a>\u2014cuts to the chase. You not only get an affirmative or negative answer as to whether the candidate possesses the competencies you need, but also obtain verifiable evidence (or not) that they\u2019ve previously done what they say they can do. For behavioral questions to be most effective, pose the same questions to each candidate and evaluate their responses using the same criteria.<\/p>\n

Put your job interview team together (if really needed) and coordinate who\u2019s asking what.<\/h3>\n

If the person you hire will be working with multiple people, each with a unique stake in the work being done, it may be prudent to involve some of these employees in the interview process. If several employees will be participating in the interviews, meet with them ahead of time to formulate a plan so there\u2019s no unnecessary overlap in the questions you\u2019ll each be asking.<\/p>\n

Connect each response to what\u2019s needed for this new job.<\/h3>\n

After a candidate has answered each question, take a brief moment to explain how this new job may be both similar to and different from what the candidate did previously. For example, if a previous role of theirs required them to complete five projects per week, and the new role would require them to complete a greater or fewer number of similar projects, mention that.<\/p>\n

The purpose of doing this is to give the candidate a clear picture of the tasks and challenges they can expect in the role so they know what to anticipate if they eventually accept a job offer. There\u2019s also a reason why now is an opportune time to make this connection. When a candidate is reflecting on a previous instance that required the competencies you need, they\u2019re likely remembering how they felt at the time. Maybe they were energized. Maybe they hated the experience and vowed then and there to quit as soon as they could. Whatever the case, eliciting these feelings serves your interests and theirs\u2014yes, even if it prompts their immediate departure from the candidate pool. The last thing you want is to hire someone who either can\u2019t do the job or finds themselves unhappy doing it. You\u2019re not just filling a role. You\u2019re seeking the person who can be the most successful in it.<\/p>\n

Don\u2019t ask cute or clever questions.<\/h3>\n

They\u2019re a waste of everyone\u2019s time. You\u2019re almost certainly not going to learn anything useful by asking candidates what dessert they would be, how they\u2019d plan a trip to the moon, or whether they prefer cats or dogs. Asking candidates to solve a made-up problem on the spot might yield interesting information, but unless the job involves a lot of unprompted problem-solving with no time to prepare, you\u2019re better off asking candidates something else.<\/p>\n

Keep interview questions job-related.<\/h3>\n

Okay, we said earlier that the last thing you want to do is to hire the wrong person, but that\u2019s not necessarily the worst thing that can happen. A bigger mistake than a bad hire is a hiring decision that nets you a costly discrimination claim. For example, if the job has a legitimate age requirement (such as operating machinery or serving alcohol), asking \u201cHow old are you?\u201d will likely give rise to an age discrimination claim. Instead, just they\u2019re at least 18 years old (or whatever the required minimum age is).<\/p>\n

GTM Helps With Your Talent Acquisition<\/h2>\n

If you’re struggling to fill open positions but don\u2019t have the resources to effectively recruit and manage the hiring process, GTM is here to help. Our HR consultants<\/a> have many years of experience in finding talent for companies by leveraging behavioral interviewing techniques, cultural awareness, and a deep understanding of people. We work on each search as your HR Manager, who understands your business and finds employees who can bring value to their roles.<\/p>\n

Whether you have a well-established staffing process or you\u2019re just starting out, we can connect your company to hard-to-find and highly sought-after candidates nationwide.\u00a0A GTM HR consultant can identify, interview, screen, and present the very best candidates for your consideration as you need them.<\/p>\n

Fill out the brief form below for more information.<\/p>\n","protected":false},"excerpt":{"rendered":"

Every minute counts when it comes to talent acquisition, so use your time wisely during job interviews.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[266],"tags":[],"post_folder":[],"class_list":["post-12575","post","type-post","status-publish","format-standard","hentry","category-consulting-services"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12575","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=12575"}],"version-history":[{"count":2,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12575\/revisions"}],"predecessor-version":[{"id":12637,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12575\/revisions\/12637"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=12575"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=12575"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=12575"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=12575"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}