Employers guide to interview questions
Hiring the wrong person can be an incredibly costly mistake to make – some studies have shown that taking on a poorly-selected employee can cost a company 2.5 times the salary of that person.
Loss comes from recruitment costs, time lost spent interviewing and the cost of redundancy. Then there’s time taken internally to assess the reasons behind poor hire and expensive senior level decision making over an exit strategy.
Following this, companies will face repeated recruitment costs, lost value on training and development invested in the outgoing employee and potentially a detrimental impact on the rest of the team through the disruption of redundancy and impact on productivity and morale.
In today’s competitive marketplace, bad hiring is something that most businesses can ill afford to do.
So how do employers make sure that they get the right person? Well, given that the job interview the only chance (or maybe one of two if there’s a second interview) that an employer gets to meet the candidate, having a series of questions which gets the right information from the potential employee is crucial.
John Hyde, managing director of Nottingham-based recruitment consultancy Elizabeth Michael Associates, said:
“Our definition of a job interview is an exchange between two parties, with both trying to get a ridiculous amount of information out of each other in a ridiculously short space of time.”
“CVs and job descriptions are all very well but they are two-dimensional documents which don’t even begin to tell the story of the individual. Thanks to a pre-interview process, recruitment agencies can furnish employers with three or four perfect individuals which match the solution they are looking for.
“As much as anything it’s down to three things: personality, attitude and disposition. Candidates can have the best skill set in the world but if they don’t have the right personality then they’re probably not the person that you, the client, are looking for.”
What do businesses need to think about to ensure they recruit the right person? Before companies begin the recruitment process, it is important to undertake a thorough evaluation of what qualities and skills are required of a new recruit.
If a company is clear on what factors make for consistently successful employees, that knowledge can be applied critically, enabling them to recruit to an objective benchmark moving forward.
Investment in the recruitment process and in skilled recruiters can help reduce poor hiring decisions. A good recruitment company will be able consistently to find candidates who add value to their clients’ businesses.
And having said that skills are all important, once a recruitment company has done some of the hard work for the employer by selecting a shortlist of candidates who have the right experience and skill set, the employer can then decide which sort of personality they are looking for to complement the company ethos and the team that the new recruit will be working with.