You’ve probably dealt with this situation once or twice; you’ve hired a promising candidate, but they don’t live up to your expectations. Sometimes, it’s just bad luck. No matter how thorough your intake interview may have been, you can’t ever truly know what a person is like in advance. However, here are our 5 top tips for increasing your chances of hiring the right people.
“In order to be able to interview a prospective technical employee properly, you yourself also have to have a basic understanding of the subject. It’s the only way to be sure that you’ll be able to ask the right questions regarding their skills. If I’m interviewing a welder, for instance, I always ask questions about the actual practice of welding, ask them for specific examples, and about any certifications they may or may not have. You wouldn’t know to ask those questions if you did not have a basic understanding of the subject yourself. In fact, I would say that without that basic understanding, you’d make a fool of yourself, both in the eyes of the candidate and those of the client.”
“Do not settle for vague answers. The candidate might be nervous, sure – in fact, they probably are. But it is still crucial for you to get to the heart of things and determine a person’s level, for technical positions especially. The way to do that is by adopting a warm attitude. That might sound a bit soft, but it’s true; if you are capable of making a candidate feel at ease, they’ll share everything with you. Well, almost everything.”
“Once you’ve got someone talking about their work, ask them about specific projects. What are some things they are proud of, things that went well, or less so? Also keep an eye on their body language: someone who is talking passionately about their profession will give off an entirely different vibe than someone who is slouching in their chair and muttering about their work in an uninspired way.”
“You might think there’s no need, but references are of paramount importance. Anyone can say they’re good at their job and at working with others, but what about the people that person did in fact work with? Do they feel the same way?”
“We always visit the shop floor to look at and listen to the business at work. Often, people’s attitude in that space will tell you all you need to know. When I see someone get to work in a dedicated way, I know I’ve done my job properly. We always give it two days, just to wait and see. And if it should happen that that person turns out to be a bad hire, the client won’t have to pay a dime. At InAxtion, we like for communication to be open and honest. That might sound cliché, but we know it works best in the long term.”