Intuitive Candidate Assessment Tips During the Job Interview

A job interview is the most crucial stage when it comes to evaluating candidates before hiring. It enables the interviewer to decide whether the person you are going to hire is capable and reliable enough. Here are some of the facts about recruitment. There is a 50% chance that the new hire will leave your company within a year. If this happens, this will cost you a significant amount of money and efforts.

That brings us to the first line – “Job interview is the most crucial stage when it comes to evaluating candidates before hiring.”

It’s time to be creative and find new ways to evaluate candidates to ensure they are a good cultural fit for the organization. We have listed down five intuitive candidate assessment tips to help you find the right people. These tips are extremely result oriented and reduce the chances of bad hires.

Observe the candidate behavior outside the interview room

Every candidate will be nice and behave politely in the interview room. This could be delusive for the interviewer and might result in hiring the undeserving candidate. Therefore, it is important to assess the person before it’s too late.

Try to observe the candidate’s behavior outside the interview room:

• The way he interacts with other interviewees.
• If he greets other people in the office.
• If he is polite to low-ranking people.

These points will help you to portray the exact image of the candidate you are going to interview. Moreover, it will help you to decide if he is the right cultural fit for your organization.

Ask how things would be if he ran the company

The purpose of the interview process is to find a candidate who is not only skilled but a fine cultural fit for your company. However, it could be difficult as candidates avoid expressing themselves and keep their answers to the point.

Asking such situational questions could enable them to express themselves. By doing this, you can discover their thinking capabilities, leadership qualities, and management skills. Moreover, you can also find out if the person sitting in front of you has done his homework.

Test their patience

It is highly essential for an employee to be patient and be a team player rather working alone. No matter how skilled and talented the person is, if he can get frustrated easily, there are better chances of him being worthless to your organization.

So, before offering the job letter, analyze the candidate’s patience level by introducing frustrating situations. This could be amongst the best candidate assessment tips to filter out easily-ruffled candidates.

Ask the candidate to tell something bad about his previous company

Thoughts of the candidate about his last companies and colleagues reflect his emotions and personality. Asking people such question is amongst the most creative candidate assessment tips you can follow.

Generally, interviewers tend to stop after asking the reason for leaving the last job. Asking about reviews could let him be honest and expressive about the scenarios he might discuss during the answer.

Ask behavioral questions to be 100% sure

Competency-based or behavioral interview questions attempt to assess the candidate’s behavioral parameters, skills, and knowledge of candidates. With the help of these questions, you can assure that the person you are going to hire strikes a perfect balance of the competencies required to match the job. Here is a link to top 10 competency-based interview questions for your help.

The goal of the recruitment process is to hire a candidate who is skilled, knowledgeable, and have the required competencies. These candidate assessment tips can help you to weed out the undesirable candidates.