Of course the interview is a key part of the hiring process and it will always be so. Some interviewers spend most of their time filling in bits of paper and asking pre rehearsed questions that need to be ticked off. Some prefer to go on gut instinct. Yet in larger organisations, this is not possible and often there are online or other assessments to help judge candidates in a quantifiable manner.
So what is the right way?
As always there is no stock answer to this and normally some sort of compromise is the best way. Ultimately, you need to look past the obvious to find the motivated, passionate candidates that will be successful and add real value. Asking questions that really push the candidate so they need to give you examples and you can determine their attitude and potential rather than what they have done.
With all of those questions, there still needs to be a science behind the art, so how we should we judge/rate interviewees?
At Worldy People we have developed our own candidate rating system that allows us to rate candidates on a number of factors on what they have done and can do. Anyone can read a CV, but with this system, we dig deeper and consult and advise on the current and future attributes of each candidate we represent…
