When it comes to interviewing candidates, it is easy to play it safe by sticking with ‘traditional’ techniques, methods and questions that typically put individuals on the spot. The ones that can cause the most confident, professional, and talented of people to crumble in front of your eyes. Once the panic sets in, words are fumbled, and candidates are often left not knowing what to say for the best.
We are not saying these methods are all bad – they have plenty of benefits too – but is it really the most effective way to understand if a candidate is the best fit for the job? Unfortunately, some people simply do not perform well in a high-pressured interview environment. However, that is not to say they are not up to the job, or they are unable to work in a high-pressured professional environment. Why do we continue to put candidates to the ‘test’ like this?
What if there was a different and potentially better way to determine the right talent for your business?
What if we let candidates prepare their answers in advance of their interviews?
Say that again? Let candidates prepare their answers in advance of their interviews? Yes! Known as transparent interviewing, it allows candidates to provide better and more relevant examples of their experience. While sometimes we want candidates to think on their feet, in many instances it is also beneficial to let people go away and plan answers. Think of it as letting your team develop ideas before submitting the final brief!
As a result, it allows a number of things to potentially happen:
1. Having seen the candidates’ answers in advance, it allows you to be more prepared during the interview by asking specific and relevant questions related to the information provided.
2. As candidates are given time to consider their answers in more detail, it ultimately gives you a better understanding of their suitability for the role.
3. Sometimes, having reflected on the answers you have sent, candidates decide that the role is not the right fit for them – saving you and them time.
At LCR, we interview candidates fully via phone or video conference but we always follow up with structured competency questions that they can plan and respond to in their own time. We find this allows them to better prepare and gives us the best examples. Ultimately, this means we only ever put you in touch with candidates who we know have genuine potential and the ability to successfully fill your vacancy. Is it time you considered a fresh approach to your interview process?
If you need support filling your niche vacancy, get in touch with a Fresh Produce Recruiter at LCR International Ltd by contacting us athello@lcrint.com.
