Interviews are an essential part of almost any job application process. Employers conduct interviews to get to know their potential employees better and determine if they’re a good fit for the company. Instead of just looking at previous work experience, companies now focus on a candidate’s personality traits and thinking process to assess his or her suitability for the job and environment.
At Fast Police Checks, we give you advice on how you can judge an applicant’s potential to grow with your team. Here are three things you can start doing in your recruitment processes.
Ask the Right Questions
You can find out a lot about a candidate’s work ethic by asking them questions about their willingness to work with a group, their goals and their drive for success. Their skills, hobbies and lifestyle are also other areas you can look at to know how they perform at work.
Instead of asking about details that you can easily find on their résumé, think of creative questions that encourage them to think creatively. Some questions you can ask include:
- What makes you get up in the morning?
- If I were to speak to your best friend, what would he or she tell me about you?
- What do you work toward in your free time?
- Describe the best boss you’ve ever had and why.
- Are you more of a hunter or a gatherer?
- If I looked through your internet browsing history, what would be the most interesting thing I would find?
- Teach me something I don’t know in the next three minutes.
See How They React Under Pressure
Employers often look at how candidates react in stressful situations. For job applicants, the interview itself is a nerve-racking experience. The moment a candidate walks through the door, observe their confidence level through their ability to maintain eye contact, a firm handshake and a good posture. Take note if they appropriately and if they give you a warm greeting. With these signs, you’ll have an idea of how well a candidate will get along with others.
Another thing you can do during an interview is to paint a stressful situation for your candidates. You can either recall a high-stress event that recently occurred or create a hypothetical issue that your company may have to address. Then, ask your candidate how he or she would respond to the circumstances.
Assess Gaps in Records and Personal Information
Sometimes, the important information we need about a candidate is what’s written in between the lines.
Many employers these days ask about the gap between a candidate’s two jobs, whether it’s a year or just a couple of months. They question the length of the candidates’ stay in their previous positions and their reason for resigning. Some companies also pose questions to applicants about their unfinished or prolonged education degrees. These gaps and delays may signify issues that candidates won’t discuss with you unless you bring it up during the interview.
An important record to look at is their criminal history. Since your company’s safety is in your hands, it is wise to weed out candidates with who could pose a threat to your company. With an online police check from Fast Police Checks, you can easily check an applicant’s criminal background which may help you protect your company.
For more information about our police checks, contact us on 1300 FASTPOLICE today or send us an email via our contact page.