Interview techniques used by top notch hirers

As a hiring manager, finding the right candidate for a job can be a challenge. It's important to have a good understanding of the various techniques and approaches that can be used to identify top candidates and make the best hiring decision. In this article, we'll go over some of the key interview techniques that you can use to hire top candidates.

Behavioural Interviewing

Behavioural interviewing is a technique that involves asking candidates specific questions about their past experiences and behaviors, in order to get a sense of how they might behave in similar situations in the future. This approach is based on the idea that past behavior is a good predictor of future behavior, so by asking candidates about their past experiences, you can get a sense of how they might handle similar situations in the future. To use this technique effectively, you'll need to come up with a list of specific questions that are relevant to the job. These might include questions about how the candidate has handled challenges, solved problems, or worked in a team in the past. You can also ask follow-up questions to get more detail and context about their responses.

Competency-Based Interviewing

Competency-based interviewing is another effective technique for identifying top candidates. This approach involves asking candidates questions that are designed to assess their skills and abilities in specific areas that are relevant to the job.

For example, if you're hiring for a sales role, you might ask candidates to describe a time when they had to sell a product or service to a difficult customer. This will allow you to assess their sales skills, such as their ability to persuade and close deals. You can also ask follow-up questions to get more detail about how the candidate approached the situation and what the outcome was.

Case Study Interviews

Case study interviews are another useful technique for identifying top candidates. In these interviews, candidates are presented with a business problem or case study and are asked to analyze it and provide a recommendation or solution. This is a good way to see how candidates think through problems and come up with creative solutions.

To use this technique effectively, you'll need to prepare a case study that is relevant to the job and provides enough information for the candidate to work with. You can then ask the candidate to present their analysis and recommendation, and ask follow-up questions to get more detail about their thought process.

Panel Interviews

Panel interviews are another option for hiring top candidates. In these interviews, candidates are interviewed by a panel of people rather than just one interviewer. This can be a good way to get a more well-rounded perspective on a candidate, as different panel members may ask questions about different aspects of the job.

To use this technique effectively, you'll need to select a panel of people who are knowledgeable about the job and have a good understanding of the skills and abilities that are important for success. You'll also need to coordinate with the panel members to ensure that you have a consistent set of questions and evaluation criteria.

Technical Interviews

For technical roles, technical interviews can be an effective way to assess a candidate's knowledge and skills in a specific area. This might involve asking the candidate to solve technical problems or write code, or asking them questions about specific technologies or programming languages.

To use this technique effectively, you'll need to have a good understanding of the technical skills and knowledge that are required for the job, and come up with a set of questions or tasks that will allow you to assess the candidate's abilities. You may also want to consider using online tools or platforms that allow you to assess the candidate's technical skills remotely.

Structured Interviews

Structured interviews are a technique that involves using a standardized set of questions for all candidates, in order to ensure fairness and consistency in the hiring process. This can be a good way to avoid bias and ensure that you're evaluating candidates on the same criteria.

To use this technique effectively, you'll need to develop a list of standardized questions that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also make sure to ask the same questions of all candidates, in the same order, so that you can more easily compare their responses.

Situational Interviews

Situational interviews are a technique that involves presenting candidates with hypothetical situations and asking them how they would handle them. This can be a good way to assess how candidates think on their feet and how they might respond to challenges that might come up in the job.

To use this technique effectively, you'll need to come up with a list of hypothetical situations that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You can then ask the candidate to describe how they would handle the situation and ask follow-up questions to get more detail about their thought process.

Group Interviews

Group interviews are a technique that involves interviewing a group of candidates together, rather than individually. This can be a good way to assess how candidates interact with others and how they might fit into a team.

To use this technique effectively, you'll need to come up with a set of activities or tasks that will allow you to observe the candidates working together. You might also want to ask individual candidates follow-up questions to get more detail about their thoughts and ideas.

Phone or Video Interviews

Phone or video interviews are a technique that allows you to interview candidates remotely, rather than in person. This can be a good option if you're hiring for a remote position or if you want to screen candidates before inviting them for an in-person interview.
To use this technique effectively, you'll need to make sure that you have a good internet connection and that you're using a reliable video conferencing platform. You should also prepare a list of questions that are relevant to the job, and make sure to ask the same questions of all candidates.

Job Simulation Exercises

Job simulation exercises are a technique that involves giving candidates tasks or activities that are similar to what they would be doing on the job. This can be a good way to assess how well candidates can perform the tasks that are required for the job, and how they might fit into the company culture.

To use this technique effectively, you'll need to come up with a list of tasks or activities that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also make sure to provide enough support and guidance to the candidate so that they can complete the tasks successfully.

Overall, there are many different interview techniques that you can use to hire top candidates. The best technique will depend on the specific needs of the job and the strengths and weaknesses of the candidates being interviewed. By using a combination of these techniques, you can get a more well-rounded understanding of the candidates and make a more informed hiring decision.

Peer Interviews

Peer interviews are a technique where candidates are interviewed by their potential colleagues rather than just hiring managers. This can be a good way to assess how well a candidate might fit in with the team and company culture.

To use this technique effectively, you'll need to select a group of colleagues who are knowledgeable about the job and who can provide valuable insights into the candidate's fit for the role. You'll also need to coordinate with the peer interviewers to ensure that you have a consistent set of questions and evaluation criteria.

Culture Fit Interviews

Culture fit interviews are a technique where candidates are assessed on how well they might fit in with the company's values, mission, and culture. This can be a particularly important consideration for startups and smaller companies where culture and team dynamics are a key part of the organization's success.

To use this technique effectively, you'll need to have a clear understanding of your company's culture and values and be able to articulate them to the candidate. You can then ask questions that are designed to assess the candidate's alignment with these values, such as asking them to describe a time when they had to make a difficult decision that aligned with their personal values.

Brainteaser Interviews Brainteaser interviews are a technique where candidates are asked to solve problems or puzzles as part of the interview process. This can be a good way to assess how candidates think critically and problem-solve under pressure.

To use this technique effectively, you'll need to come up with a list of problems or puzzles that are relevant to the job and that will allow you to assess the candidate's critical thinking and problem-solving skills. You should also make sure to give the candidate enough time and support to work through the problem and be prepared to ask follow-up questions to get more detail about their thought process.

Group Discussion Interviews

Group discussion interviews are a technique where candidates are asked to participate in a group discussion as part of the interview process. This can be a good way to assess how candidates communicate and collaborate with others, as well as how they present their ideas and opinions.

To use this technique effectively, you'll need to come up with a topic or problem for the group to discuss, and provide enough information for the candidates to work with. You should also make sure to provide a structured format for the discussion and be prepared to ask follow-up questions to individual candidates to get more detail about their thoughts and ideas.

Interview Presentations

Interview presentations are a technique where candidates are asked to prepare and present a presentation as part of the interview process. This can be a good way to assess how well candidates can communicate and present their ideas, as well as how they handle the pressure of public speaking.

To use this technique effectively, you'll need to provide the candidate with enough information and guidance to prepare their presentation. You should also provide a clear outline of the format and structure of the presentation, and be prepared to ask follow-up questions to get more detail about the candidate's ideas and thought process.

Overall, there are many different interview techniques that you can use to hire top candidates. By using a combination of these techniques, you can get a more well-rounded understanding of the candidates and make a more informed hiring decision. Just make sure to choose the techniques that are most appropriate for the specific needs of the job and the strengths and weaknesses of the candidates being interviewed. So, these are the different interview techniques that can be used to hire top candidates.

Skills Testing

Skills testing is a technique where candidates are asked to demonstrate their skills and abilities through hands-on tasks or exercises. This can be a good way to assess how well candidates can perform the tasks that are required for the job, and how quickly they can learn new skills.

To use this technique effectively, you'll need to come up with a list of tasks or exercises that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also provide enough support and guidance to the candidate so that they can complete the tasks successfully.

Portfolio Reviews

Portfolio reviews are a technique where candidates are asked to bring in a portfolio of their work as part of the interview process. This can be a good way to assess the candidate's skills, experience, and creativity, as well as how well they can present and talk about their work.

To use this technique effectively, you'll need to provide the candidate with enough information and guidance to prepare their portfolio. You should also come up with a set of questions that are designed to assess the candidate's skills and abilities and be prepared to ask follow-up questions to get more detail about their work.

Role Play Exercises

Role-play exercises are a technique where candidates are asked to participate in a simulated work scenario as part of the interview process. This can be a good way to assess how well candidates can handle different types of situations and how they might fit into the company culture.

To use this technique effectively, you'll need to come up with a scenario that is relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also provide enough support and guidance to the candidate so that they can complete the scenario successfully.

In-Tray Exercises

In-tray exercises are a technique where candidates are given a series of simulated work-related tasks or problems to complete as part of the interview process. This can be a good way to assess how well candidates can prioritize tasks and make decisions under pressure.

To use this technique effectively, you'll need to come up with a set of tasks or problems that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also provide enough support and guidance to the candidate so that they can complete the tasks successfully.

Reference Checks

Reference checks are a technique where candidates are asked to provide the contact information of previous colleagues or supervisors who can speak to their skills and abilities. This can be a good way to get more information about the candidate's work history and performance and to verify the information that they've provided in their resume and during the interview.

To use this technique effectively, you'll need to come up with a list of questions that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also make sure to follow up with the references in a timely manner, and be prepared to ask follow-up questions to get more detail about the candidate's work history and performance.

Overall, there are many different interview techniques that you can use to hire top candidates. By using a combination of these techniques, you can get a more well-rounded understanding of the candidates and make a more informed hiring decision. Just make sure to choose the techniques that are most appropriate for the specific needs of the job and the strengths and weaknesses of the candidates being interviewed.

Online Testing

Online testing is a technique where candidates are asked to complete tests or assessments online as part of the interview process. This can be a good way to assess the candidate's skills and abilities in a more objective manner and to get a more standardized assessment of their abilities.

To use this technique effectively, you'll need to choose tests or assessments that are relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also make sure to provide clear instructions and guidelines to the candidate and be prepared to review and interpret the results of the tests.

Interview Homework

Interview homework is a technique where candidates are asked to complete a task or assignment as part of the interview process. This can be a good way to assess the candidate's skills and abilities in a more practical manner and to see how well they can apply their knowledge and skills to real-world problems.

To use this technique effectively, you'll need to come up with a task or assignment that is relevant to the job and that will allow you to assess the candidate's skills and abilities. You should also provide clear instructions and guidelines to the candidate, and be prepared to review and assess their work.

Reverse Interviews

Reverse interviews are a technique where candidates are given the opportunity to interview the company or hiring manager, rather than the other way around. This can be a good way to assess the candidate's fit for the company and the role, and to see how well they can articulate their own goals and interests.

To use this technique effectively, you'll need to provide the candidate with enough information about the company and the role to allow them to prepare their questions. You should also be prepared to answer their questions honestly and transparently, and be open to their feedback and ideas.

Interview Panels

Interview panels are a technique where candidates are interviewed by a group of people rather than just one interviewer. This can be a good way to get a more well-rounded perspective on the candidate, as different panel members may ask questions about different aspects of the job.

To use this technique effectively, you'll need to select a panel of people who are knowledgeable about the job and who can provide valuable insights into the candidate's fit for the role. You'll also need to coordinate with the panel members to ensure that you have a consistent set of questions and evaluation criteria.

Interview Workshops

Interview workshops are a technique where candidates are invited to participate in a group workshop or training session as part of the interview process. This can be a good way to assess the candidate's fit for the company and the role, and to see how well they can work with others and learn new skills.

Well, these tools of interviewing candidates are effective depending on the type of role you are looking out for. No matter which style of interview you pick, overwhelming number of candidates could make it tedious and redundant. So, its is important to ensure that a strong filtration process is kept in place to get access the top of the recrutining funnel. This is where companies like HireQuotient come into the picture and help create this process with the help of skill and video assessments. Get on a fiteen minute call with our experts and ensure a refined hassle free recruitment process.