Using effective interview techniques helps identify high-potential candidates. These candidates can adapt, perform, and grow within a role to help your business remain competitive.
Choosing the interview techniques that align with the role and your company’s goals helps you find high-potential candidates. These methods can help.
Discover effective interview techniques to identify high-potential candidates.
Behavioral Interviews
Asking hypothetical questions about role-related issues helps determine how a candidate would handle them based on similar experiences in previous roles. Because a candidate’s experience predicts their future behavior, this interview technique provides insight into their knowledge, soft skills, abilities, and behaviors.
Tips to Create Behavioral Interview Questions
Identify the core job competencies and the preferred candidate qualities and behaviors to create relevant behavioral interview questions. Examples include:
- When was the last time you asked for constructive feedback from a manager or supervisor?
- Can you tell me about a time when you disagreed with your manager?
- How do you deal with stressful situations?
Methods to Conduct Behavioral Interviews
You can use the following methods to conduct behavioral interviews:
- Have your interview team review the questions and scorecard together. Determine how to approach the interviews to consistently interpret the answers.
- Ask questions that encourage candidates to use the STAR method to develop their answers. This process involves describing a situation, task, action, and result.
- Create a scorecard to evaluate each candidate’s answers on a scale of 1 to 5. Higher results indicate higher potential. Compare candidate responses with a rating system to reduce interviewer bias.
Situational Interviews
Whereas behavior interviews focus on the past, situational interviews focus on the future. These interviews put candidates in the same hypothetical situations and compare their answers.
Tips to Create Situational Interview Questions
Focus on typical circumstances that occur within the role to create relevant situational interview questions. Examples include:
- What would you do if a team member’s work on a project you were part of did not meet expectations?
- How would you handle having the priorities of a project you were working on suddenly being changed?
- What would you do if you made a strong recommendation during a meeting and your colleague disagreed with it?
Competency-Based Candidate Assessments
Evaluation of a candidate’s ability to carry out the job duties and responsibilities helps determine their potential for success. This approach measures the candidate’s role-related knowledge, skills, and abilities.
Importance of Competency-Based Candidate Assessments
A competency-based assessment focuses on the candidate’s performance rather than theoretical knowledge. This assessment helps determine the candidate’s ability to perform role-related tasks in real-world situations. The competencies can be mapped on a matrix to help make hiring decisions.
Methods to Select Competency-Based Candidate Assessments
Focus on the nature and context of the role and the specific competencies to determine which candidate assessment tools to use. These tools might include online quizzes and simulations to determine the candidate’s potential to succeed. Ensure the tools align with the goal of the assessment.
Do You Need Help to Find High-Potential Candidates?
Job Store Staffing® can provide you with high-potential candidates to help reach your company’s goals. Find out more today.
