Ever wanted to interview the interviewer? To know what they know. To know what questions to ask, how to ask the tough questions, and how to stay in compliance all the while. Well, I’m happy to tell you we’ve done the work for you! Now all you have to do is start interviewing. Easy right?
I know it’s not that easy… and so, we wrote the Interview Questions for Employers eBook for proactive employers and hiring managers like you.
Did you know over 6,000 global hiring managers have felt the effects of a bad hire at one point or another? What’s a bad hire and how does that affect your business? A bad hire happens when interviewers aren’t prepared and end up hiring a candidate who turns out to not fit the position or the organization. This affects your company’s productivity, motivation and engagement. Bringing in a bad hire can also damage morale among your other employees.
Don’t make a bad hire. Download the eBook below and keep reading for a sneak peek. We interviewed our Corp HR Director and gathered the Interview Best Practices any business can easily follow.
Best Practices from HR Professionals on Interview Questions for Employers
- Use the same yardstick to measure each candidate. Ask the same questions the same way, follow up questions can vary.
- Listen, listen, listen! Follow a 90/10 rule. The interviewer talks 10% of the time, so the candidate can fill in the rest.
- Stay neutral, try not to lead an answer. Give open-ended appraisal type questions to get a feel for the candidate.
- Know record management guidelines. What kind of notes you shouldn’t write down and what needs to be documented. Only make note of facts, not opinions.
- Don’t ask the wrong questions. Something as simple as, “That’s an interesting name. Where did it come from?” could be misconstrued as discriminatory if the candidate is not offered the position.
- Evaluate how much research they have done pre-interview. Start off by asking what they know about the company before telling them about the company.
- Reflect on the interview before proceeding. Take 5 minutes after the interview to review your notes and elaborate on thoughts.
- Include Other Colleagues. When it comes to making hiring decisions, the more the merrier. Having input from many sources provides unique perspectives on job candidates. Collaborating with colleagues can cut any bias or prejudice that might occur when assessing candidates.