Do you know why you select the wrong candidates when you interview for a position? Most interviewers allow their emotions to get involved in the interview process instead of really focusing on the candidate’s competencies and skills.
Today, we must realize that top-tier candidates are fielding multiple offers. If you want to stay competitive, you need to move fast and give feedback to candidates quickly and often, or you risk losing the most talented ones to a competing offer. You shouldn’t rush the process but be thoughtful of your applicants.
Have you identified what core competencies your candidates need for the position you are hiring for? Start by picking 10 key core competencies and then narrowing them down to the 5 most important. We realize you will need more competencies for every job, but this set of five is the make-or-break attributes of a person in his/her particular role. We have supplied you with a list of core competencies to choose from at this link: https://drive.google.com/file/d/1V4ukGVVaW7g0HEbdEWb7tfOSs_T4kt8G/view?usp=sharing. This will help you decide on the most important competencies for the role you are hiring.
Once you have identified the competencies, you will know what qualifications and skills to be looking for on their resume, application and during the interview process.
For example, if you were looking for an administrative assistant, you may decide the most important 5 core competencies to be the following:
- Communication
- Time Management
- Problem Solving
- Detail Oriented
- Scheduling
A job opening for a collection agent may be drastically different.
- Emotional Intelligence
- Problem Solving
- Toughness
- Negotiation
- Results Oriented
We recommend you always check at least 3 references of the potential candidate. We know they may give you normal responses unless you ask good questions. We have included the best 20 Reference Check Questions in the Interviewing downloadable pdf at the bottom of page 3 for your review. Click here: https://drive.google.com/file/d/1Eq9vFN9TvCdMzmapnNjDUq0x6PVMlXIX/view?usp=sharing
Now we are ready for the Interview Process but be sure we are…
Responding Quickly
Always try to respond to applicants within 24-48 hours after they apply and let them know what the next step is and when you plan on contacting them again. It is important for the potential hire to know where you are in the process so they know what to expect. You are probably not the only company they are applying to.
We have provided you with some example response templates in the word document downloads that you can edit and make yours. Click here: https://docs.google.com/document/d/19OEDAvR7sIuB-TwLYR4DhJixFLnjk3nX/edit?usp=sharing&ouid=112317941301801153682&rtpof=true&sd=true
My first step is always a phone interview.
Once a pool of potential candidates has been selected, a quick 30-minute telephone interview should be conducted before anyone is brought in for a face-to-face interview. This step helps you to narrow the pool of candidates considerably and presents the opportunity to address any unclear resume/application items.
Now, let’s put together the core competencies you decided on with the behavior questions that coincide.
In interviewing it is vital you are asking behavior-based questions to your potential candidates. We have made this process easy for you because in our Success in Hiring program we have provided you with 600+ behavior-based interview questions matched to the 60+ core competencies you may receive this download here: https://drive.google.com/file/d/1X1WRYxzmaGxSb8JPRiHd0leNlO6d7yLK/view?usp=sharing. All you have to do is pick 1 or 2 question(s) from each of the 5 core competencies you chose for the position to prepare for your interview.
Next, you will use The Hiring Filter
After you have selected the candidates and the questions, we introduce The Hiring Filter™. This form allows you to evaluate each candidate based on the five core competencies you selected. Then, after all interviews are completed, you can compare the candidates. We will continue with The Hiring Filter in next week’s blog and supply it as a download to you as well.
If you haven’t already opted-in to receive the full Success in Hiring video series and downloads, you can at Successinhiring.biz. Our Success in Hiring System will cover the complete hiring process: Recruiting, Interviewing, Hiring, Onboarding and Coaching. My purpose is to help business owners succeed in business and life. If you find value in this article please share it with your business associates because hiring when done right can be a competitive advantage. Let’s find the right candidate the first time.
Make it a GREAT day!
Gary Wilbers
SIH Interviewing pdf download: https://drive.google.com/file/d/1Eq9vFN9TvCdMzmapnNjDUq0x6PVMlXIX/view?usp=sharing
Identifying Your Top 5 Core Competencies pdf download: https://drive.google.com/file/d/1V4ukGVVaW7g0HEbdEWb7tfOSs_T4kt8G/view?usp=sharing
Behavior Based Questions Based on the Core Competencies pdf download: https://drive.google.com/file/d/1X1WRYxzmaGxSb8JPRiHd0leNlO6d7yLK/view?usp=sharing
Candidate Interview Response Templates Word doc. download: https://docs.google.com/document/d/19OEDAvR7sIuB-TwLYR4DhJixFLnjk3nX/edit?usp=sharing&ouid=112317941301801153682&rtpof=true&sd=true