Time flies fast and interview questions invented 3 years ago don’t work anymore. Candidate’s mindset changes, people are curious enough to google interview questions answers, and current jobs are more far away than just “knowledge of microsoft office is required”. That’s why today we would like to talk to you about how to interview candidates in 2018th right.
Soft skills vs hard skills
“5+ years of experience in a software engineering is a must” – how many times you’ve put it in your job description? And then, how many times you’ve rejected a great person just because he or she didn’t have that final one year of experience?
Hard skills are easy ones to develop, some people even manage to become seniors within 3 years. But are they good in a soft ones? We highly recommend you to always choose candidates with a strong skills even if they’re a bit weaker in tech than you need. They will learn fast & you’ll get a really nice person on board.
Test your candidate with a work for 30 mins
Instead of asking multiple “psychological” questions put your candidates in a real working situation. If you’re looking for a sales manager – take the person to your existing sales ones and tell him or her to develop a sales script for the product you’re working on now. Seeking for a web developer – then tell him to develop small form for your site, etc. Sounds like people could get stressed in such a situations – right? But actually they feel much calmer when they do things they’re professional in than while being interviewed for a job.
Do video interview first
Nowadays technologies can save hours of your time. Find a platform for video interview and use it. Instead of taking candidate to office and asking tones of questions you’ll receive a recorded video with main questions already been answer. And when you decide to invite candidate for a face-to-face interview you won’t waste your time on such things. Work smarter, not harder.
That’s our little tips for you. Do you know some more? Share with us.