In our business, we talk to employers every day. They tell us that finding good employees is getting more onerous. The labor market is more competitive than ever.
Optimizing recruiting is critical. Let’s talk about a vital component: how to conduct hiring interviews.
What Are Best Practices For Conducting Interviews?
Any business owner can master the art and science of interviewing. Here are the necessary steps:
Know The Job Description
In small organizations, the same person often writes the job description and interviews job candidates. Regardless of how you do it, make sure you know what the job entails.
Use Structured Interviews
Structured interviews use a scripted set of questions. You follow the same script for each applicant. The questions are chosen specifically for the qualifications required.
A structured interview system also uses a scripted rating scale. The rating system corresponds with the interview questions.
It minimizes bias and helps you hire better employees.
Ask Behavioral Questions
Some employers focus only on skills and experience. This is vital. But ask behavioral questions also. Behavior attributes reveal things that are just as important.
Many business owners and recruiters use the STAR Method for writing behavioral questions. (There is no reason to reinvent the wheel when improving interviews.)
STAR stands for situation, task, action, result. The STAR method works best when you are specific as possible.
To write an interview question using this treatment:
- Describe a challenging situation in the job role
- Describe the necessary task
- Ascertain what action is taken
- Identify the result
Common Behavioral Questions
- Tell me about a time you made a mistake. What did you do about it?
- Describe a problem at your previous position and how you solved it.
- Describe a situation where you had to resolve a conflict? What did you do? How did it turn out?
- Did you ever fail to meet a deadline? Why? What did you do about it?
ApplicantStack Recruit Structured Interviews
Swipeclock ApplicantStack Recruit has intuitive interview tools. Create structured interviews as part of your recruiting process.
- Job descriptions
- Use knockout questions to filter candidates
- Interview scripts
- Ratings scorecards
- Email templates
Most small businesses look to automation to save money and boost efficiency. These functions are part of the comprehensive ApplicantStack Recruit applicant tracking system.
Call Swipeclock today for more information about the industry-leading recruiting software for small to mid-size businesses.
Swipeclock offers WorkforceHub, the unified Human Resources portal that makes it easy to optimize the performance of your managers, employees, and business.
WorkforceHub includes TimeWorksPlus, TimeSimplicity, TimeWorks Mobile, and ApplicantStack. We’ve just added recruitment, onboarding, benefits enrollment, performance reviews, and employee engagement! WorkforceHub is developed for busy employers like you who need to reduce cost-per-hire, streamline scheduling, automate time tracking, maintain regulatory compliance, and decrease labor costs.
We can get you up and running with WorkforceHub immediately. Contact us today to request a demo.
Or are you interested in becoming a reseller? Check out the Swipeclock partner advantage now.
- Swipeclock Presents Time & Labor Solutions at NAPEO Conference - September 12, 2022
- 5 Reasons Non-Profits Need WorkforceHub for Labor Management - September 3, 2022
- Swipeclock & Verified First Partnership Highlighted in Case Study - August 16, 2022