Tips for More Effective Interviewing in 2017

The job market is in an upswing, which is welcome news for both employers and employees. For those who are doing the hiring, it’s important to understand the latest trends associated with bringing on new staff. This starts with improved recruitment strategies and a better employee experience. Business leaders often prioritise customer experience, but are less adept at ensuring their employees are happy.

Websites like Glassdoor allow employees to review their experience working for a company. These platforms make it essential for employers to change their approach. Too many negative reviews can turn candidates off from even applying. Treating employees better by offering improved rewards and benefits encourages loyalty. Consequently, happier employees also tend to treat their customers better.

For startups and small business, making good hiring decisions is critical due to the typically limited capital and resources available. Below are several examples of interviewing tools and techniques to enable better hiring results for your business in 2017.

Augmented and Virtual Reality Comes to the Workplace

Augmented and virtual reality are no longer concepts foreign to all except for those working in film or gaming. In 2017, employers should take advantage of this emerging technology to train employees and hire the best job candidates. Virtual reality enables virtual tours of an office or jobsite. The technology can also simulate job situations a candidate would be expected to handle.

Teamwork Matters More Than Individual Performance

Millennial and Generation Z employees have grown up accustomed to working in teams. When recruiting, a common priority is to gauge how a candidate will perform as part of an existing group. Teamwork is especially important for companies using a combination of full-time staff and contract workers.

Consider Behavioural Based Interviewing

The old ways of interviewing don’t always work to identify the best candidate for a position. An interviewee might possess the experience and skills your company requires, yet still end up quitting or getting fired a few months later due to a poor fit. Behavioural based interviewing takes some of the risk out of bringing on a new employee by using past job behaviour to predict future on-the-job performance.

During a typical job interview, human resources representatives ask the candidate about his or her educational credentials, positions held, and a basic description of past jobs. Behavioural based interviewing takes things a step further by asking the candidate to describe how he or she solved a work-related problem in the past. This allows the interviewer to get a sense of how the interviewee thinks and behaves under pressure.

Example Questions to Use

Traditional interviewing can overvalue a candidate's interviewing skill, rather than predicting future job performance. Examples of questions that better suggest how a candidate might do in real-life scenarios include:
  • Describe a time when you had to make an unpopular decision
  • Give an example of the steps you took to reach an important goal
  • How do you react when others interrupt your schedule?

How Behavioural Based Interviewing Can Help Employers Handle Common Challenges

A talent shortage means that interviewers across the UK and Ireland must adapt their techniques. Instead of focusing on a short list of questions, they must be prepared to uncover all competencies the candidate possesses. Behavioural based interviewing allows a candidate to discuss a competency like organisational skills that might not come up otherwise. This also challenges candidates who may have become accustomed to hearing the same questions at every interview, such as “Tell me about yourself.” Another advantage is that it helps employers diversify their workforce by uncovering talents they may not have noticed using traditional interviewing methods.

In 2012, the average UK spend per hire was £5,331. Considering the costs associated with building your team, take care to be diligent in the interviewing process to ensure that your small business or startup avoids a costly mistake.



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