Integrity Staffing Solutions
best of staffing 2019 client 2x 1

Our Best Recruiters Spill Their Secrets About Getting Real Interview Results

  • Recruiter Secrets

All to often, we don't learn what we really need to know about a job candidate during the interview. We ask standard questions and get canned answers. Or we spend most of the time going over what we'd already read in the resumé. Result: a poor fit and a high turnover rate.

 

At Integrity Staffing Solutions, we of course use state-of-the-art skills testing and background verifications to make sure applicants meet the requirements for doing the job. But these alone are not exceptionally good predictors of success: It's the individual's personality that makes the crucial difference.

 

This is where the interview comes in, and why it's so important. Our recruiters share 3 techniques for getting a deeper insight into what the candidate is really like, and whether he/she will complement your corporate culture.

 

1. Behavioral interviewing.

This style of interview has become popular in recent years, because past behavior is a more accurate predictor of future behavior than whatever blanket statements interviewees make about themselves.

 

A behavioral interview question asks the candidate to give specific examples of previous work situations, similar to situations that occur in the position you're hiring for, and how he/she handled them. For example, a candidate for a high volume customer service position might be asked, "Describe an episode when you were swamped with a lot of customer requests at once. How did you deal with it and what was the outcome?" The answer to this will be more revealing than, "I'm a people person" or "I'm good under pressure."

 

2. Follow-up questions.

Most candidates will have rehearsed answers to common interview questions, such as, "Why did you leave your last employment?" Don't just move on to the next question after you hear their response; ask for more details and you are more likely to get genuine responses.

 

If the response to the above question is, "I felt that it was time to take the next step toward my career goals and look for new challenges," ask why he/she felt that it was necessary to change jobs to accomplish this. Were there no opportunities for growth there? Or was there some personality conflict you should know about? You might also ask what specific new challenges he/she is looking for.

 

3. Discuss the job.

Tell candidates what to expect — good and bad — if they accept the position. Describe the biggest problem he/she will face and ask how he would solve it. This will give you a better idea of how this person might help your business.

 

The goal of all 3 techniques is to get behind the mask the interviewee has put on for the purpose of impressing you, and find out whether this is really someone your team can work comfortably with. And that is our recruiters' biggest secret to hiring the right person, the first time.

You might be interested in...

12.17.19
Best snacks for a 15 minute break
  Feeling sluggish at work? Use your 15-minute break to get that energy up and finish the day strong! Try to stay away from the vending machine and pack these healthier options instead.  Protein Protein is best for long-term hunger prevention, so you won't need another snack until dinner. They also don't cause blood sugar spikes and crashes like carbs. Try: Protein bar (but check labels for sugar content) Nuts and/or seeds Jerky (now available in lots of options, thanks to the Paleo Diet movement) String cheese   Carbs Carbs deliver a fast fix of mental or physical energy. Whether you crave sweet or salt, there's a high carb snack for you: Dried fruit (raisins, banana chips, etc.) Fresh fruit/veggies that have long shelf-life (apples, pears, oranges, carrots) Dark chocolate bar with at least 60% cacao (less fat, more antioxidants) Rice cakes Veggie chips Pretzels (also low in calories)   Fiber High fiber foods also keep you feeling full as well...
Read More
8.28.19
Training Gen Z for Success and Retention
In our white paper "Are You Ready for Generation Z?" you will discover the impacts this new generation will have on the way we recruit, train and retain employees. In this article, we'll discuss the generation's strengths and weaknesses which may require you to make some changes in your training protocols.    Generation Z (born 1998 – 2005) is both more independent and more in need of skill-building than previous generations. Here are some of the factors you're likely to encounter.     BE ready to help them build their soft skills  As the first generation of true digital natives, Generation Z brings the technological skills that are in high demand, even in entry-level positions. At the same time, 92% of HR leaders believe that having emotional and social skills is increasingly important. However, a side-effect of their constant online interaction is that many of them are deficient in soft skills such as problem-solving, critical thinking and interpersonal relationships. Most...
Read More
8.14.19
Gen Z
Gen Z is the biggest population to hit our labor market in 60 years. Here’s (almost) everything we know about how to become their employer of choice.    Gen Z will dominate your workforce by 2025 because Baby Boomers are retiring at a rate of 10,000 per day. Here is how you can effectively recruit them into your workforce.  ______________________________________________________________________  DOES YOUR WORKPLACE PASS THE GEN Z TEST? FIND OUT IN THIS SPECIAL BROADCAST ON SEPTEMBER 19TH. REGISTER NOW! ______________________________________________________________________  Forget everything you think you know about managing Millennials in your workforce  Gen Zers, born after 1996, are already in your labor market. The leading edge of the this generation are in their 20s. And you can forget everything you think you learned over the last 20 years about managing Millennials in your workforce. Gen Z is about to upend the game.  The truth is with the labor market so tight,...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.