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5 Tips: Successful Interview Techniques For New Hires

By November 29, 2011February 19th, 2015No Comments

attractive businesswoman in red shirt and jacket, isolated on whInterviewing new hires can be stressful for the candidate, but it also puts pressure on the interviewer.   The cost of making a “bad hire” decision includes obvious expenses like salary and benefits, but there is also a hidden cost for time invested in training and lost time in finding the right candidate.

Searching for great employees is more than evaluating the resume.  As any successful hiring manager will share, the skill in conducting and effective job interview is critical.

Many Human Resource Managers begin with the resume and ask questions to determine what the skill set may have been for jobs listed on the resume.  Carefully listening to the answers may indicate a situation where the candidate has inflated the resume or listed positions in the background that have been glamorized.  Asking closed ended questions that have yes or no responses may not ferret these errors out, and it may not be assumed that these omissions will be picked up in a background check.

There are some simple, logical tips that can be used during a job interview to discern the credibility of the candidate.  Here are our top 5 tips for successful interview techniques:

1. Ask open ended questions.  Follow up with questions that will shed light on areas where there may be inconsistencies.

2. Look for eye contact.  When applicants stretch the truth, they typically break eye contact or look away.

3. Nervous twitches or tics may give away the false answers.  Switching crossed legs, leg shaking, toe tapping, finger drumming… are all tips that the candidate is uncomfortable.  Looking into this discomfort may reveal areas of potential deception.

4. Evaluate the candidate’s handshake.  It may seem trivial, but a firm and direct handshake are important.  A limp or moist handshake are give aways that the candidate may be insecure with their presentation to you.

5. Obvious factors such as chewing gum or inappropriate attire during an interview are tip-offs that the candidate does not take the position seriously.  Unless you want to have ongoing problems with lateness or unprofessional representation, you may want to skip these candidates.

Hiring the right person is important for the morale of the existing associates as well.   The old addage “you are known for the company you keep” extends to the workplace.  As each new hire represents your company, it’s important to assess them on the basis of their skills, but also how they will fit into your corporate culture and ultimately, how they will represent your company and your brand.

What factors do you use in your hiring process.  Are there any tips you can share with us?

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