The resume shows promise- but will the candidate deliver? A job interview is the only way to find out, provided you know what questions to ask.
Hiring mistakes are costly. Luckily most of them can be avoided by asking the right questions. However, most interviewers end up asking generic, open-ended questions such as, "Tell me more about yourself" or "Tell me about your strengths and weaknesses." Questions such as these are easy to ask, as they put the focus of proving job-worthiness on the candidate.
Interviewers tend to believe that candidates that cannot 'prove' their mettle in an interview don't deserve the position. This might be true for some positions- for instance, a marketing job might require candidates to effectively 'sell' themselves and project themselves well. Similarly, a people Manager might be expected to be a good communicator with powerful persuasive skills. However, this method of interviewing might discount the technical abilities of an engineer, analyst or researcher who might feel more comfortable answering rational and job-specific questions that do not require aggressive self-promotion.
Read Between the Lines
It is common for candidates to defend their negatives or to present their negative attributes in a positive light. For instance, a candidate might pride himself or herself on being "a perfectionist who likes to be in control." Could this imply that the candidate is controlling, stubborn, has poor interpersonal skills or is unable to delegate? The only way to find out is to ask.
Ask specific questions to figure out how the candidate 'does their math'. Put them in situations that make them uncomfortable. Ask questions that test their willingness to change or accept conflicting points of view. For instance, how accepting would they be of a manager that suggests major changes to their individual style of working?
Generic questions kill spontaneity as candidates know what they are expected to say and what to avoid. An interviewer must be sufficiently informed about the position to know where to look for likely problem areas and to ensure that the requirements of the position are adequately met.
Know What Really Matters
In any hospitality job interview, candidates want to put their best foot forward and put the spotlight on their unique strengths. The interviewer in turn must be able to differentiate between skills that are most relevant to the position and the ones that are less likely to affect job performance.
Test the candidate's confidence in their specific skills by describing an ambitious project and asking what role the candidate would like to play in it. Ask how they would ensure that the intended outcome is met. What are the responsibilities they might feel comfortable with and what tasks would they like to delegate to others within the team?
Dig Deeper
People often interpret the same attribute or character trait in many different ways. Even a simple descriptive phrase such as "positive thinker" might mean different things to different people. For some it could mean the patience to hang in there when the going gets tough. For others it could imply decisiveness and the ability to respond rapidly to crises. Or, it could mean resilience- the ability to change according to circumstances, and to bounce back after a low period.
Always ask for examples when a candidate's positive outlook was challenged by difficulties on the job. How did the candidate handle a difficult client or an angry coworker? Be positive and appreciative, but don't hesitate to ask why you should believe a specific claim.
Foresee the future
Once it's established that the candidate has the requisite qualities and skills, the interviewer needs to carefully evaluate their 'staying power'. The emphasis on retention has helped hotels such as the Le Meridien to successfully reduce employee turnover down to 2.4%.
H.R. Officer Nitin Jadhav shares his secrets for better employee retention: "When a candidate seems over-qualified for the job, I try to find out their true motivations for seeking the position. Will this position help them break into a related field or position? It's important that candidates should have a clear picture of the demands of the position, their learning opportunities and future growth prospects," concludes Jadhav.
Above All, Know What You Want
If you don't know what you're looking for, how can you expect to find it? In a job interview, there are no hard and fast rules as to what you should or shouldn't ask. What matters is that you know exactly what you're looking for. Don't leave room for guesswork- be as specific as you can in your questions and focus on the facts.
Effective interviews take work, but the rewards are well worth it. You might not offer the fattest paychecks or benefits in the industry, but you can still get great people by looking harder and smarter for the real performers. After all, it takes great people to make a great company. So be careful what you ask!