How to determine if a candidate is right for you?

To choose a suitable candidate for a vacant position, a three-hour interview may not be enough. But to make a first impression, 10 minutes are enough. After all, this impression is often the most correct. Let’s talk about how to quickly understand whether this person is yours or not yours, and not waste time on the wrong applicant.

Determine who you need

Imagine that you really only have 10 minutes to make a decision. How to simplify your task? First, decide what kind of person you need. Highlight the key hard and soft skills for the post. Choose which ones are a priority and which ones the candidate can do without. Analyze what tasks the employee will perform, and formulate requirements for him. Imagine a person who fits into the team. When you make an approximate portrait of the candidate, it will be easier to filter each applicant according to these parameters.

There are 3 universal questions that at the first stage will help to understand whether to continue the interview further:

  1. Personal characteristics. Is that the kind of person you want to see in office?
  2. Professional competencies. Will the candidate be able to perform the duties of the job?
  3. Motivation. Does he want to work for your company?

By getting answers to these questions, you will be able to assess how much the applicant meets your requirements.

How to Conduct an Effective Interview

Even in a short time, you can get an accurate idea of the candidate. To make the meeting with maximum benefit, prepare in advance. Carefully study the resume of the applicant, print out the text to make notes during the interview. What is important to learn about the candidate:

  • Level of competence. Is the person ready to start working immediately or will he need time to learn. Is there a relevant experience. What tasks were set before him at the previous place of work, how the candidate performed them, what difficulties he had to face and how he solved problems.
  • Professionalism. Achievements are usually already described in the resume, so save yourself time and clarify what the applicant is striving for in the profession, what failures he had and what project he considers the most successful. Ask questions depending on what exactly you need to clarify with the candidate.
  • Efficiency. Determine the performance criteria by which you will evaluate the specialist. The main figures are in the resume. Ask the candidate to confirm them with facts. This will help the question of monetary motivation at the previous place of work. If it is associated with high performance, the candidate should have received bonuses or bonuses for good performance.
  • Personal qualities. Asking about strengths and weaknesses is banal. Almost everyone prepares standard answers to this question in order to please the employer. Simulate a work situation and ask the candidate to tell us how they will act. Ask what a person does after hours. Often you can learn a lot of interesting things and understand the personality by hobby.
  • Life principles. Often this indicator is enough to weed out the wrong person. If his life values go against the principles of the company, it is unlikely that he will fit into the team. It is important to understand that if skills and abilities can be improved, then established views will not be changed.
  • Motivation. It’s not always about money. This is about whether a person wants to develop, who he sees himself in the future, what he is ready to do for this. You can ask an uncomfortable question: “How would you like your career to develop in the company?” By answering, you will understand whether the candidate is interested in personal achievements and the development of the company in general, whether he will make efforts for this.
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Attention to detail

The first thing that catches your eye is the appearance of the candidate and the manner of behavior. These moments can tell a lot about a person. Of course, at the interview everyone tries to look better, but still the nuances can not be hidden. If the applicant does not immediately inspire confidence, it is useless to expect that he will change. What you should pay attention to:

  • A battered, rumpled, sloppy person is alarming and repulsive. If he came to the interview in this form, you will not have to wait for a responsible attitude to work. It is not necessary to be dressed in the latest fashion, it is enough to look neat and well-groomed.
  • Compliance with the dress code of the company and the position. Clothing should be appropriate. It is unlikely that a business suit should be worn in a democratic company, where everyone wears jeans and sneakers. The applicant, who before the interview studied information about the employer, probably learned the requirements for the dress code. So, he showed a real interest in the future place of work.
  • Body language. Excessively active gestures are an indicator of latent nervousness. An open and interested in dialogue person gestures with restraint. Arms crossed on the chest make it clear that the interlocutor does not trust you or is hiding something. Internal tension can also manifest itself in the constant pulling of clothes, adjusting the watch, jewelry, shirt collar.
  • Eye contact is also an important signal of readiness for dialogue. A person constantly looks away, rubs his eyes or nose – most likely, he is not telling a lie. For example, he exaggerates his achievements at the previous place of work. Constant eye contact is a sign of interest and trust. Periodically, the look can be turned to the side, it looks natural.
  • Voice, manner of conversation. The candidate speaks too quietly, swallows words, which makes it impossible to understand what he is talking about. Or he talks loudly, waves his hands, interrupts you, gets nervous. It’s more of a “no” than a “yes.” He behaves calmly, keeps confident, friendly and open. Yes, of course.
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Selection criteria

A checklist of criteria by which you can quickly determine the compatibility of a candidate with the company. Rate each parameter on a 10-point scale. When you have several candidates for one position, such an assessment will help to compare them and quickly select the right employee:

  • Looks good, confidently holds.
  • Competent speech.
  • Sets clear goals.
  • Relevant work experience.
  • High level of motivation.
  • Interest is not only in money.
  • Interest in the work.
  • Suitable skills.
  • Perseverance and dedication.
  • Compliance with the requirements for the vacancy.
  • Willingness to gain new knowledge and development.
  • The values coincide with the values of the company.
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We hope that our recommendations will help you conduct an effective interview in 10 minutes and find a suitable specialist for the vacant position. This express method of finding “your” employee will save the time and effort of the employer. We wish you successful work on the service!


Written by Shubham

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