It’s estimated that about one third of employers know within the first 90 seconds of an interview whether or not they will hire the person in front of them. This is a big part of why so many new hires don’t work out. Conducting a productive interview isn’t about first impressions and personal judgments. It’s about getting a sense of a potential hire’s personal character, their qualifications, and how well they might fit with your company culture.
Most companies make mistakes during their hiring process. You can help make your hiring process much more successful with these five tips.
- Use new hire assessments
Before you interview anyone, consider using pre-hire assessments to help narrow the field of potential candidates to people who can do the job well and who are likely to be a good fit with your company. You can also use hiring assessments after you have done an initial round of interviews and narrowed the field to a select group of candidates. However, be aware that if you wait to do assessments until after the first interview, you will likely miss out on some of the best candidates.
- Come into the interview prepared
A key step to making interviews productive is going in with a list of questions. Many managers simply wing it during interviews, and this causes them to overlook important questions about personality, skills, and company fit. New hire assessments can help direct your questions and zero in on the potential issues or strengths of a new candidate.
- Keep an open mind
We’re not telling you to disregard your gut entirely, but try to avoid jumping to conclusions about potential hires based on the way they are dressed, how nervous or confident they seem, their attractiveness, or their gender. Everyone goes into interviews with their own set of biases. Do your best to leave those at the door to avoid missing out on candidates who might be a perfect fit your company.
- Consider personality as well as skill
It may make more sense for your company to hire someone who doesn’t have the exact skills you’re looking for but who has a personality that is a good match with your organization. Skills can be taught, but personality cannot. Make sure that whoever you bring into your organization, the will be likely to get along with their coworkers and add to company morale rather than subtracting from it.
- Look for long-term potential
Hopefully, you’re not just hiring for a position. You’re hiring for a place within your company. Look for people who have the potential and desire to excel within your business over the years to come.