You invest a lot in the employees you hire, and in the hiring process, so it’s important that you bring in ones who will fit. Spotting warning signs during the interview process goes beyond these basics:
- Arriving to an interview late
- Being disrespectful to current staff
- Dressing inappropriately
- Showing up unprepared
- Using inappropriate language
- Talking negatively about previous employers
Here’s a brief guide on techniques interviewees use to minimize weaknesses, determining fit, and using business process tools to find the right person.
Techniques interviewees use to minimize weaknesses in the hiring process
Spinning weaknesses into strengths. Candidates will often use this technique to show how their weakness works for them. Look for spins like, “I have a hard time saying ‘no’ to new projects, but I give the same attention to detail and commitment to every project I take on.”
Not thinking of one. Sometimes a candidate will try to think of a weakness, but they just can’t come up with one. Everyone has weaknesses, and potential employees need to be honest about what they are so you know how they will fit.
Blaming the environment or former employers. If a candidate attributes their weakness to something else, that is a major warning sign in the hiring process that the employee cannot accept responsibility. Example, “I guess you could say I would get impatient with people when projects ran beyond the deadline in my last job, but that’s because the other workers were always goofing off and didn’t take the job seriously like I did.”
Determining cultural fit
Getting a candidate to let down his/her guard during the interview can be tricky. Start by letting your own guard down. Interviews don’t have to be stuffy, uncomfortable and boring. In fact, you can assess cultural fit best if you start the process by engaging with the candidate just as you would a co-worker you’ve known for years. During the interview, consider these questions (and these ones!) to determine cultural fit:
- Do you prefer to work on a team where you get lots of feedback or alone where only one person gives you feedback?
- Do you like to be given direction so it is clear what you must do or do you prefer to have an idea of your job and be empowered to complete it how you see fit?
- Do you desire flexible hours and work environment or do you prefer a job that you go to, clock in at, and leave when the day is over?
Remember that hiring slow is the best way to find talent that will dedicate themselves to your culture. Consider also these issues recruiters miss in the hiring process:
- Suspicious work history – why they left, gaps in employment, etc.
- Upfront demands – schedules, pay, perks, etc.
- Resume errors – misspellings, grammar issues, missing info or lack of resume best practices
Business process tools to sort hiring factors by importance
Business process tools can help you make better decisions when it comes to hiring by automating sorting. You can determine which factors matter, and let the tool do the work. You can take some of the stress of choosing off your plate with a business process tool that streamlines your candidate review process and gives you insights even before the interview.
For more help regarding Hiring and Firing, Employee Engagement, Performance Management, Employee Relations, Leadership and Executive Coaching and Development, and all things “HR,” The Pendolino Group is here to support you and your team. Contact us today!
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