Are traditional interviews effective?

What are your weaknesses? Where do you see yourself ten years from now? Surely you are familiar with this kind of questions, right? Companies ask them all the time in recruitment processes. Do you think that these questions are relevant and give recruiters the information they need? In most cases, the answers to these questions aren’t spontaneous and don’t show at all the real mindset of the candidate. The answers to them are very predictable and candidates make sure to practice them beforehand, so at the interview, they give you some “clever” responses found on Google or on a random “Interview advice” post.

Regarding the process itself, there are no surprises either: it starts with a phone call, followed by an interview with the manager, sometimes a third interview with another partner to make sure they are the right fit, and finally with HR to check salary expectations, etc. Usually, there are no more than three interviews, but endless processes also exist. In them, the candidates are interviewed by practically the entire team, their family and friends, and they are asked practically the same questions. As a result, candidates get bored, demotivated and anxious, and may feel that you don’t even know what you want as a company and that the communication between the team is the wort.

Although it seems to be obvious that this type of recruitment process is already obsolete, many companies still use it and consider it effective. In this post, we bring you new and more effective types of interviews, that provide you with relevant information and a better idea about how to find a candidate that will fit into the team and the company.

Reasons why Soft Skills are very important

Of course, technical skills, background and work experience are very important, but they are not everything. Nowadays, we must also take into account skills such as teamwork, multitasking or creativity since they will help the candidate handle difficult or stressful situations. In the same way, somebody personality has a significant influence on the team and may impact their performance and motivation. For example, a “toxic” employee who is always complaining and criticizing everyone will deteriorate the work environment, regardless of having relevant work experience.

Teaching new concepts and theories to an employee is easy, and he can polish them with practice and time, but to change a person’s attitude and personality is much more complicated if not impossible.

Interview test and exercises

It is not enough that they tell you what they are capable of, but they must demostrate that they are actually capable of doing it. It is recommended to send them an online exercise related to their work, so you can make sure that they haven’t over-rated their skills and also that they have a clear idea of what the position requires.

During the interviews, not only the candidate is being analysed but also the company itself. It is key for the company to give a clear overview of the position and the team and what is expected from them.

Do not believe everything candidates tell you and test their skills. In the same way, be clear from the beginning about the responsibilities and expectations: we want the candidate to have a real idea about the role, responsibilities and work environment so that the candidate does not feel disappointed or overwhelmed once he/she is hired.

Ask for a video

A video interview is a simple and effective way to know the motivations of a candidate. Instead of making theym go through an endless questionnaire about what they are looking for and what they are passionate about you can ask them to send you a quick video: It’s way faster! In addition, the candidates show a lot about their personality and creativity through tone, facial expressions and body language. You will get to know them better.

This type of interview makes the recruitment process much easier: the interviewees can make the video whenever and wherever they want, as long as it is sent in the stipulated time frame, and the interviewers can review it or share it with other members of the team at their convenience.

Arrange an interview with a member from another department

When candidates are interviewed by a person from another department, technical skills are not analysed, but the ability to easily interact with the team, values and if they would fit in with the business culture: Are they capable of understanding other types of dynamics and departments? How does it work in other environments?

Interviews outside the office

In line with the above, interviewing candidates in a coffeeshop, for example, will allow us to know their real character and personality beyond their mere technical skills. In a more informal and relaxed atmosphere, you give him them the freedom to express openly and to show himself as he is.

This type of interviews can be over coffee or a snack, in which the candidate’s character can be known in a more relaxed way.

The power of Social Media, the other side of the coin

Nowadays everything is on the Internet, and you can research candidates through their social networks. Even when everyone is free to do whatever they want outside the company, politically incorrect comments or attitudes that do not fit with the culture and values of the company, should be taken into consideration when evaluating a candidate.

You have to seduce the candidate in the interview

Candidates have a lot of power in the interview too, and they are also analysing you as a company. They are looking to become part of a company that offers flexible working schedules, that invests in learning programmes and in their profesional growth. As a company, you have to demonstrate your strengths, culture and values to give them a real picture about how great it would be to become a part of your team.

Beatriz Izuriaga

Communications & PR at Turijobs, holds a degree in Advertising and Public Relations. Beatriz has more than 6 years of experience in the design and execution of communication and public relations strategies within IT companies. She has worked as a recruiter, which gave her knowledge, experience, and interest in topics related to recruiting, developing and retaining talent.

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