Improving Your Steps in the Hiring Process

Relying on More Than Interview Questions During the Hiring Process

Most job candidates are ready for the typical questions that come up in a job interview and will offer up an opinionhiring process that falls in line with a “safe” answer. To really make the hiring process more effective, you need to ask the right questions, but you also should employ a test that reveals the inner workings of a candidate’s true thinking.

Tough Questions

One approach is to ask questions about challenges they’ve faced and how they’ve dealt with them. This will elicit reasoned answers, which proves they know how to problem solve, how to use judgment, and shows what risks they are willing to take to rectify an issue.

Your best candidates will talk about how they waded through reams of data to come to a decision, but they should also take an interpersonal aspect into consideration because all decisions are also based on how people are affected.

Questions Regarding Commitment

Every employer wants to get the best out of their employees, but they also want to get the most out of them. Ask them about the last time their workload remained unfinished as the five o’clock hour struck. If they say their boss overloads them with work, forcing them to just get as much done as they possibly can, that’s a warning sign.

A better candidate will say they were willing to stay a little late to complete a task or at least get it into a better position to hit the deadline. You’re looking for someone who knows how to prioritize and evaluate their situation as it relates to their workplace. The best employees will take ownership of their work and try to take care of tough issues before they pile up in the backlog stack.

Handling Stress

Every workplace will come with some amount of stress, so it’s important to know that your employee won’t buckle. Ask them about the last time they had a confrontation with a fellow employee or boss.

The best employee will take responsibility for their part in the confrontation and talk about what they learned from it. Be wary of a candidate who is eager to place all the blame on the other party and makes no attempt to de-escalate the problem.

Behavioral Assessment

Some candidates will be prepared to say what you want to hear rather than what they really experienced. For this reason, you need to employ a deeper strategy that gets to the heart of how your job candidates really react to workplace issues.

At PI Consulting Group, we’ve developed a scientific method involving behavioral and cognitive assessments that identify more than 7,000 positive correlations between business performance and our assessments. While that might seem complex, the assessments are actually easy to administer and we do all the analytics.

Don’t rely solely on interview questions to find the best employees for your organization. Dig deeper with our solutions and you’ll have more productive, longer lasting relationships with your employees.