Whether you’re a hiring manager or an interviewer, here’s what you should look for during an interview to ensure a good fit for both parties.
by Reenita Malhotra
Building a successful team is a difficult task. When it comes to hiring, you shouldn’t feel pressured to stick to a boxed solution. People are complex and multifaceted, and they come with varying competencies. The hiring process should be open to the various strengths that people can bring.
Interviews are a chance for employers to get to know candidates and vice versa—and it’s important to find the chemistry here. Strong relationships create synergy at work and allow people to collaborate in teams to move the organization forward. Therefore, it is necessary to remember that interview is a two-way street. Just as it is important for employers to see if candidates are a match for them, it is equally important for applicants to see whether employers and companies are in line with their needs and goals.
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What should interviewers be looking for?
When interviewing candidates, be open to the fact that what you are looking for may change. While many hiring managers typically look to job descriptions to guide their search, roles and positions can evolve over time.
It’s good to ask standard questions about a candidate’s skills and experience, but it should only be a starting point. Don’t limit yourself to general questions. Consider what you really want to know about this person. The questions you ask should allow you to know whether the applicant can evolve in the role, change it and evolve with it.
Remember that everyone has a mind-body type. In my leadership workshops, we practice breaking down your leadership skills based on your mind-body constitution. This is what you should look for in your job candidates.
For example, if someone has a creative leadership style, it means that he or she is good at getting things done using new, innovative methods. Once you’ve identified leadership traits in your candidate, you can then think about how to best support that person and build a strong team around them.
4 Questions to Consider When Leading an Interview
When I’m conducting an interview, I ask myself four things:
1. How will this person grow? As the company changes, roles and responsibilities often evolve. It’s important to have an employee who is willing to grow with it.
2. How will they change their role and grow the company? Employees must adopt a growth mindset and be a part of the company’s journey towards improvement.
3. What role are they best suited for? Often, people apply for one role but in reality they are a better fit for another position. Consider whether this job is right for them or whether there is another place in the organization that is better suited for their skills.
4. Who else do I need to hire with this person to build a group of people who will work well with each other and create chemistry in the workplace? When hiring, you have the ability to build a team that works well together. Keep in mind who else you can hire along with your candidates.
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What should interviewers be looking for?
If you are a job seeker who is offered a role, you can easily accept because you need salary or paycheck. Saying no can be difficult because your first priority is likely to be to have a roof over your head. However, without due diligence, you may find yourself in a position where you are working for a company that does not align with your vision.
I once accepted a position working for a growth-stage startup. During the interview process, everything seemed perfect. When I started working, I enjoyed the role and the company, but as each week passed, I found it more difficult to do my job.
It was not that my responsibilities were getting difficult. I absolutely did not agree with the way the organization was being built. I found myself in meetings trying to pitch our company to outside investors. It was challenging because I was selling a business proposition that I could not see. Once I realized this, I left the company because I saw it was not what I wanted to do.
Questions interviewers should ask themselves
When you’re getting to know a potential employer, you should see if their business, vision, and values match yours. A company should have a clear trajectory with scope for growth. Ask yourself the following questions during the interview process:
1. Is this company looking for someone to grow with or just play a role? To avoid stagnation, employees need to grow and develop. An employer should give you ways to do this and challenge yourself. Do you have opportunities to use your leadership skills and help drive the organization?
2. How will this company pivot in the future? It remains to be seen where the company is headed in the future. Consider whether this is a journey you want to be a part of.
3. Am I in line with their mission and values? An employer’s mission and values give you direction in your work. These values should be clear and give you a sense of the company’s motivations and principles.
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It’s All About Chemistry
The interview is an opportunity for both the parties to get to know each other. This is not a one-sided conversation. Employers need to know their candidates and vice versa because the chemistry within teams has a huge impact on how well people perform and whether their goals and intentions are in sync. Without this chemical among its employees, a business can never hope to reach its full potential and achieve success.
This News Originally From – The Epoch Times