Recruitment: Interviewing for Better Hiring Decisions

Define the hire profile by mapping knowledge, skills, and attitudes to get the job done, then tailor interviews to assess essential capabilities.

Focus on what the candidate learned during their experience rather than the number of years. Assess knowledge and skills to determine the quality of experience and better predict future performance.

Define interview questions using a knowledge, skills, and attitude framework to compare candidates with consistent questions, then use open-ended lead questions and follow-ups to assess knowledge and fit.

Avoid standard questions and rehearsed answers; use authentic prompts to reveal candidates' true capabilities, and consult the resource section for alternatives while continuing to build your interview guide.

Define a rating system to evaluate candidates against knowledge, skills, and attitudes framework, using lead questions and a structured table. Use follow-up questions and role-specific guides for consistent, real-world assessments.

Ask candidates to tell you about their most significant achievement to elicit a detailed, story-driven response for effective follow-up questions. Use these insights to guide reference checks and hiring decisions.

Frame interview questions to elicit reflection with open-ended prompts, revealing knowledge, skills, and attitudes, while avoiding suggestive or leading questions. Favor open-ended questions and use a prepared interview guide.

Learn to assess a candidate's fit for remote work by asking about past home-office challenges and collaboration across time zones, with practical follow-up questions.

Leverage video interviews to expand your hiring reach across locations, reduce logistics, and interview more candidates beyond their CV, while maintaining the same professional candidate experience as in-person interviews.

Utilize work samples as small, job-related tasks after the second interview to assess candidates' actual capabilities. Replace brainteasers with this evidence-based method to achieve more confident, evidence-based hiring decisions.

Handle body language as a non-exact guide to first impressions in interviews, recognizing eye contact, nervous cues, and environmental context without jumping to conclusions.

Ask top candidates for references from the company with examples of their activities, then use those calls to verify interview claims and compare self-view with others’ perspectives.

Master practical interviewing techniques to get the most from candidates, empowering hiring managers, HR professionals, and interviewers to gain insights and make educated hiring decisions.