Posted on : 21 Jun 2018 0 CommentsAll News , Blogs
Tired of the traditional, conventional and often yawn-inducing interview questions of yesteryear?
An interview situation can be an unnatural process for a candidate and sometimes the best interviewees get the best roles! Multi-dimensional interview tactics can help interviewers select the best candidate rather than the best interviewee.
Left field questions
Why not ask them some out of the box questions and see how they handle themselves when caught off guard? It is a great way for them to show you how they think on their feet and will assist in the candidate not being so ‘on-guard’ so you can start to see their real side. Some examples of these questions are:
“If I was talking to your best friend, what is one thing they would say you need to work on?” – Apple
“If you could only choose one song to play every time you walked into a room for the rest of your life, what would it be?” – Google
Ask them what your Organisation is doing wrong!
Often a candidate will research achievements the client has made, and recent awards they have been recognised for, rather than looking at their losses or areas they can improve in. The way they answer this question will show how they thinking about contributing to a business, and will show how they deal with a direct conversation. In other words, throw them in the deep end and see if they sink or swim!
For different strategies other than questions, why not ask them for an impromptu presentation? Or hand them a riddle or a ‘fill-the-gaps’ puzzle and see how they manage? In particular if they are looking to be in a role where they will need to persuade and negotiate with stakeholders, and think on their feet in difficult and fast paced situations, this will show you how they will handle themselves.
Show case their work
Do they have examples that can be accessed online? With the increasing demand and necessity for ‘digital’ in today’s world, this may just put the candidate a step ahead of the rest!
Other slightly more conventional interviewing strategies include having the candidate sit an EQI or Psychometric test to measure their emotional and social skills, as well as determining how they may develop in terms of leadership and in terms of succession planning.
For seasoned recruiters, often you just ‘know’ within minutes, or even seconds if an individual is ‘right’ for the role they are interviewing for. But these different tactics are a fun and disarming way of changing up your interview game!
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