Let them shine
The interview process will always be a challenging and stressful experience, it throws the candidates into a situation of “them versus me” that they probably haven’t felt since being at school. As a panel member try really hard to empathise with them. At the end of the day this isn’t a case of you trying to trip them up with what they don’t know or haven’t done yet, instead it’s about you listening and asking the most appropriate questions to let your candidates talents shine.
Don’t get blindsided by process.
Most organisations tightly structure their interview process, and rightly so. However, this process can often cause a number of issues that hinder the panel and the candidates from getting the most out of each other. For example, it is valuable to see how an interview candidate can think on their feet but tying them up in knots by asking a 5 minute, 8 part question is pointless. Contrary to expectations this does not give you an even playing field to compare your candidates.
If you’re looking for multiple qualities and criteria from your candidates serbia email list 543010 contact leads then ask questions that allow them to play up their strengths independently of each other. Trying to tick all the boxes from one answer is practically impossible and as a panel member you tend to get lost in the poor candidate’s ramblings rather than focusing on what they are really good at.
Let them guide your thinking.
I am a firm believer in embracing each new hire as an opportunity to redefine a role. Be open to seeing something different, don’t be a cookie-cutter, no matter what level or type of role you’re hiring for. When you are reviewing your candidates make sure you’ve noted down their specific strengths so you can compare what each will bring to the role. If you are hiring for a brand new role then this is really important.