Competency-based questions are ideal to determine whether the candidate has the expertise for the position you’re trying to fill. They involve asking questions to reveal a candidate’s behaviour and go beyond their technical skills. This can include questions such as: “How did you approach this task?” or “How did you overcome this difficulty?” Interviewers can also utilise the ‘funnelling’ principle by asking a broad question, then following up with more specific questions. If you are having a difficult time getting a candidate to open up, try using a few easy questions mixed in with more difficult ones to help the candidate relax. Using these techniques will reveal strengths and weaknesses to the interviewer as well.
Get to the bottom of it.
Sometimes you may feel that a candidate is exaggerating their level of experience, or perhaps they talk in the plural which makes it difficult to determine their role in team projects. In order to find the truth of the matter, ask targeted follow-up questions regarding their personal contribution to a team such as, “What was the main objective of this project, and how did you achieve this?”
Demonstrate the company culture to candidates.
Candidates are judging your organisation as much as you are judging them, so knowing your company benefits and being able to articulate them is crucial. Be honest about your personal experiences and introduce them to other members of the team. Candidates work for their managers as much they do for the company. Don’t hesitate to discuss salary.
By discussing the topic of salary throughout the interview process you are able to manage a candidate’s expectations and reassure them that you can work together to reach a mutual agreement. However, it is vital not to commit to any exact compensation figures or extend any offers during these discussions.
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