When the company is in need of new employees, the HR team will immediately advertise job vacancies on various platforms. You can sit and wait for job applications from potential candidates to come in or search from employee search platforms according to company needs.
Finding the right candidate is certainly not easy. Sometimes, the large number of job applications that come in does not necessarily make it easier for companies to find the talent they need. Yes, including to process applications to the interview stage from stakeholders.
To find the right candidate, prepare a mature job interview and can assess your abilities. With a well-prepared interview, you will also find candidates who have the skills the company expects.
How to Know the Ability of the Candidate During the Interview
Usually recruiters can easily pay attention to the movements of candidates during interviews to find out information and even their abilities. Do prospective employees already have knowledge according to company standards? Find out the abilities of your prospective employees through these ways, including:
1. Ask About the Changes You Want to Make
The purpose of a job interview is to get to know the candidate, know their skills and know their background. Usually, prospective candidates are better prepared when they are about to conduct an interview, by looking for information on what questions will be asked by the recruiter.
Therefore, you need the best questions such as about their image when leading the company. Think of out-of-the-box questions, such as their plans for leading the company. It may sound extreme, but you will get answers that reflect the abilities of the candidates.
2. Ask Candidates to Review Company Weaknesses
Asking candidates what they think about the company has become a common practice to judge them. But can those opinions really tell you much about them? Maybe, you need to get some criticism from the candidate about the company.
Before conducting an interview, candidates usually find out about the company. What is the image of the company or whether the company has made mistakes before. Ask them to review something bad or something wrong about your company.
In addition to getting feedback, the criticism will show the extent to which the candidate is critical and considers the company. Companies that are growing are bound to make mistakes. Recruitment is also carried out to improve the quality of the company.
3. Observe Candidate Behavior Outside the Interview
One of the reasons for conducting interviews is to get to know the candidate and determine if they would be a positive addition to the team. It is important to know this before accepting a candidate. However, candidates show good manners during job interviews, making it difficult to know their true nature.
Try to observe how they interact with people other than recruiters. Can they make small talk to the office clerk who greets them? Do they treat other people around your office the same way they treat you?
Try to find out if the personality they show during the interview is genuine or just a formality.
4. Have Specific Goals and Thoughts
In order not to be boring and for a more fluid atmosphere, sometimes the interviewer will ask unusual questions. For example, what genre of tv series or film would the candidate choose to watch on the weekends. For a recruiter, this can be asked.
Even if you use unique questions, think of ways to get answers to each candidate's goals and thoughts. Think of questions that demonstrate the candidate's ability to contribute to the company, especially regarding core values and principles.
5. Questions That Encourage Critical Thinking
It is important to hire employees who can provide solutions to company problems. Therefore, questions that can make candidates think critically are needed at the time of the interview.
Candidates' answers may not be very specific due to limited time to think during the interview. This can measure the extent to which the candidate's ability to identify and solve problems (problem solving).
These methods can be useful for getting suitable candidates if they are carried out correctly according to the principles of the assessment center. For this reason, prasmul eli developed an Improved Assessor Capabilities program that can be selected to optimize the company's needs.
When the company is in need of new employees, the HR team will immediately advertise job vacancies on various platforms. You can sit and wait for job applications from potential candidates to come in or search from employee search platforms according to company needs.
Finding the right candidate is certainly not easy. Sometimes, the large number of job applications that come in does not necessarily make it easier for companies to find the talent they need. Yes, including to process applications to the interview stage from stakeholders.
To find the right candidate, prepare a mature job interview and can assess your abilities. With a well-prepared interview, you will also find candidates who have the skills the company expects.
How to Know the Ability of the Candidate During the Interview
Usually recruiters can easily pay attention to the movements of candidates during interviews to find out information and even their abilities. Do prospective employees already have knowledge according to company standards? Find out the abilities of your prospective employees through these ways, including:
1. Ask About the Changes You Want to Make
The purpose of a job interview is to get to know the candidate, know their skills and know their background. Usually, prospective candidates are better prepared when they are about to conduct an interview, by looking for information on what questions will be asked by the recruiter.
Therefore, you need the best questions such as about their image when leading the company. Think of out-of-the-box questions, such as their plans for leading the company. It may sound extreme, but you will get answers that reflect the abilities of the candidates.
2. Ask Candidates to Review Company Weaknesses
Asking candidates what they think about the company has become a common practice to judge them. But can those opinions really tell you much about them? Maybe, you need to get some criticism from the candidate about the company.
Before conducting an interview, candidates usually find out about the company. What is the image of the company or whether the company has made mistakes before. Ask them to review something bad or something wrong about your company.
In addition to getting feedback, the criticism will show the extent to which the candidate is critical and considers the company. Companies that are growing are bound to make mistakes. Recruitment is also carried out to improve the quality of the company.
3. Observe Candidate Behavior Outside the Interview
One of the reasons for conducting interviews is to get to know the candidate and determine if they would be a positive addition to the team. It is important to know this before accepting a candidate. However, candidates show good manners during job interviews, making it difficult to know their true nature.
Try to observe how they interact with people other than recruiters. Can they make small talk to the office clerk who greets them? Do they treat other people around your office the same way they treat you?
Try to find out if the personality they show during the interview is genuine or just a formality.
4. Have Specific Goals and Thoughts
In order not to be boring and for a more fluid atmosphere, sometimes the interviewer will ask unusual questions. For example, what genre of tv series or film would the candidate choose to watch on the weekends. For a recruiter, this can be asked.
Even if you use unique questions, think of ways to get answers to each candidate's goals and thoughts. Think of questions that demonstrate the candidate's ability to contribute to the company, especially regarding core values and principles.
5. Questions That Encourage Critical Thinking
It is important to hire employees who can provide solutions to company problems. Therefore, questions that can make candidates think critically are needed at the time of the interview.
Candidates' answers may not be very specific due to limited time to think during the interview. This can measure the extent to which the candidate's ability to identify and solve problems (problem solving).
These methods can be useful for getting suitable candidates if they are carried out correctly according to the principles of the assessment center. For this reason, prasmul eli developed an Improved Assessor Capabilities program that can be selected to optimize the company's needs.
