Traditional interview techniques sometimes fall short of evaluating a candidate's true potential, so it's essential to be innovative when hiring.
In this blog, we'll discuss some unique interview techniques that can help you assess a candidate's potential beyond their CV and qualifications. These methods will not only help you find the right fit for your team but will also help you create a positive and engaging candidate experience!
Use behavioural interviewing
Behavioural interviewing is a technique that focuses on a candidate's past behaviour to predict their future performance. This technique involves asking candidates about specific situations they've faced in the past and how they responded to them. By asking open-ended questions and probing for details, you can gain insight into a candidate's problem-solving skills, decision-making ability, and interpersonal skills.
For example, if you're interviewing a sales candidate, you might ask them to describe a time when they had to overcome a challenging objection from a customer. Their response will give you an idea of how they approach difficult situations and whether they have the resilience and creativity to find solutions.
Conduct skills assessments
Skills assessments are another tool for evaluating a candidate's potential. Depending on the role, you can administer a test or exercise that simulates a real-world scenario the candidate would face on the job. For example, if you're hiring for a marketing role, you might ask candidates to create a mock social media campaign or analyse data to identify trends and insights.
Skills assessments can help you see how a candidate performs in real-world scenarios, giving you a more accurate picture of their capabilities. You can also use skills assessments to compare candidates objectively, making it easier to identify the most qualified person for the job.
Incorporate situational interviewing
Situational interviewing is a technique that involves asking candidates how they would handle hypothetical scenarios related to the job. This technique can be useful for roles that require quick thinking, adaptability, and problem-solving skills.
For example, if you're hiring for an insurance claims adjuster, you might ask candidates how they would handle a claim from a customer who is upset and demanding a quick resolution.
Situational interviewing can help you see how a candidate thinks on their feet and whether they can handle complex or challenging situations. It's important to remember that there are no right or wrong answers in situational interviewing – you're looking for how the candidate approaches the scenario and the reasoning behind their decision-making process.
Conduct peer-to-peer interviews
Peer-to-peer interviews involve having a candidate interview someone already working in a similar role or department. This technique can be useful for assessing a candidate's cultural fit and whether they would work well with the team. Peer-to-peer interviews can also give candidates a chance to ask questions and learn more about the job from someone who has first-hand experience.
When selecting a peer interviewer, choose someone respected by their colleagues and who has a good understanding of the job. It's also vital to provide clear guidelines and questions for the peer interviewer to ensure consistency across all candidate interviews.
Implement video interviewing
Video interviewing has become increasingly popular recently, especially with remote work becoming more common. Video interviewing allows you to connect with candidates face-to-face without bringing them into the office. It also allows you to record interviews for later review, making it easier to compare candidates and share interviews with other members of the hiring team.
When conducting video interviews, it's crucial to establish clear guidelines and protocols to ensure a fair and consistent process. Make sure all candidates have access to the same technology and provide clear instructions on connecting to the interview.