Recruitment is not just to expand a firm’s work force but to increase the proficiency of the firm altogether. Many make a common mistake of judging people by their curriculum vitae and skill sets while overlooking their temperament and character. This often causes workplace tension and results in decline in moral among the work force. The process of recruitment is not just interviewing and selecting the candidates. Just asking some questions randomly or according to the candidate’s curriculum vitae will just not make the cut. Reason is that the candidates may answer it accurately but it will not give you a clear picture of their temperament and mindset. To judge whether a candidate is fit for the culture of your company or not, can be found out by following some interview tips and tricks. Such few pointers are discussed below on how to choose a candidate fitting your company’s culture.
- The candidates must previous experiences
The candidates must be asked about their previous experiences for a good start as an interviewer, you could always ask the candidates about their past working experiences. This will give him an opportunity to Speak, and for you to judge him, from whatever he speaks. As the candidate enumerates his/her past experiences, many things can be noted from that. For eg , his/her communication skills, Flow of the thought process, his/her abilities to handle things. Further, this can be elaborated by asking, his/her achievements/failures in various jobs. At the back end Interviewer can analyse, how similar or different are these things as compared to the Employer Company.
- Ask reasons for a “Change”
The reasons of the incumbent, for looking for a Change should always be explored. This will give the Interviewer an insight on, what is it that is hurting/itching the candidate. And whether the same/similar parameters exist in your company. In case such conditions, for which the candidate is running from, are existing in your company also, then the chances of his surviving with your company are less. If so please clarify this point at that time itself, so that if he joins, he knows about these parameters. If the candidate’s reasons for a change are satisfied, then chances of his sticking to your company long term are good.
- Sceptical approach
Sceptical approach on candidates’ answers is a must The aforesaid point may sometime backfire your true intentions as some sly candidates may grab hold of this opportunity and exaggerate the minor difficulties that they face in their current employment, with an overreacting tendency. These candidates may be weeded out by sceptical questionnaire from your front. This kind of interrogative interview from you & other interviewers would create a pressure on these candidates and would reveal their folly. These candidates treat discipline and deadlines as difficulties which is definitely a pre-requisite for any office work culture.
- The diligence of the candidates
The above points unfolds the fact that whether the candidates have faced difficult work place experience or not. If the answer is yes then the question that comes up is how the candidate coped up with that situation. Here is where you would get a complete mind set analysis of the candidates. If you get the hint that the candidates have persevered through the tough times all while trying to uphold the moral of the team and deliver the project then the candidates would be a better fit than candidates who have bailed themselves out in such times.
- The candidates educate
It is mandatory to let the candidates educate about your firm’s work culture after the conclusion of the interview session you must educate the candidates about the code of conduct, ethics and ambience of your firm. These know how must be handed to the candidates in written document of articles and acknowledgement. Well, the document must be served only if the selection is penultimate. Candidates choosing to abide the term of your company will definitely fit its culture.
Wishing you All the Best for a Successful Recruitment.