Revolutionizing Interviews: 7 Tips To Redefine Talent Selection
In the quest to discover the most effective ways to identify exceptional candidates, this article has insights from top recruiting experts and company leaders. From implementing simulation-based interviews to testing candidates with the challenge of quickly explaining a product, here are the innovative interviewing techniques that have revolutionized their hiring process.
Implement Simulation-Based Interviews
One innovative interviewing strategy weâve embraced at Aeroflow involves a simulation-based approach, distinct from traditional behavioral interviews. Instead of hypothetical scenarios, we simulate real-life work situations that candidates might encounter regularly. This method offers deeper insights into their reactions, problem-solving skills and how theyâd navigate day-to-day work scenarios. Beyond skill assessment, it enables a more comprehensive evaluation of cultural fit and fosters an objective selection process.
This technique originated from our engineering teamâs initiative, using a tailored simulation related to our Magento product line. Candidates were tasked with diagnosing an issue and proposing a solution, allowing us to assess their Magento expertise, problem-solving acumen and task approach. This approach not only evaluates technical skills but also provides valuable insights into a candidateâs critical thinking and problem-solving strategies.
Natalie Cates Recruiting Manager, Aeroflow Health
Observe Authentic Candidate Reactions
In my interviews, I always look for that pivotal moment when a candidate lets their guard down. Itâs fascinating to observe when and how this happens, as it often reveals a lot about their fit within our team.
By the time someone sits across from me, their resume has already passed that test. What Iâm keen on is their reaction to questions, the way they think and respond under pressure. Technical skills aside, I place a high value on diversity of thought, how uniquely someone sees the world. Iâm drawn to those who challenge my perspectives, who bring a different angle to the table.
This approach to interviewing helps me find individuals who are not only skilled but also bring a richness of thought to our team. Itâs about creating a dynamic where, even though we may start with differing views, we come together to create something extraordinary.
Kimberley Tyler-Smith VP of Strategy and Growth, Resume Worded
Employ Role Reversal Interviewing
Hereâs a unique approach Iâve used for interviewing candidates: the Role Reversal Interview. In this technique, I ask the candidate to take on the role of the interviewer for a portion of the interview. I provide them with a hypothetical scenario or a real challenge our team faces and ask them to evaluate how they would interview someone to address that challenge.
This approach not only assesses their problem-solving and critical thinking skills but also reveals their understanding of our company culture and values. Itâs a powerful way to identify candidates who not only possess the necessary skills but also align with our organizationâs ethos.
Albert Varkki Co-Founder, Von Baer
Recommended by LinkedIn
Conduct Post-Interview Team Reviews
One classic, innovative interviewing technique that I use is using a post-interview review to further analyze potential employees. I would meet with my team and ask questions like, âWhat do we like about them? What do we dislike? Do we think he is a good fit for the team?â
By looking into the candidate as a team, we can better get everyoneâs input on whether or not he would be well-matched for his role. This has helped to both encourage collaboration within the team and also gain further insight into what every single interviewer has to say.
Saneem Ahearn VP of Marketing, Colorescience
Introduce a Three-Part Assessment
I would like to share an interesting three-part assessment. Itâs nothing new, fancy or complicated, but Iâm confident that it will select the best talent for the job. Itâs not a sequential process, but three separate questions will be introduced to a candidate at various interview stages.
These seem a bit silly: one is purely theoretical, one is practical or situational, and the one I like the most is the impossible question. The first two are self-explanatory, but the third one looks for an answer that doesnât exist yet or at all. I can only say that it shows the candidateâs thinking process and how they might deal with a new environment and try to find ways to solve an impossible situation. Itâs something you canât specifically prepare for, and the only thing you need on the spot is the best version of yourself.
Kristel Kongas CMO, Inboxy OÃ
Test with a Quick Product Explanation
A game-changing interviewing technique Iâve employed is the âexplain our product/service as quickly as you canâ question. This question serves as a litmus test for candidatesâ commitment to research and their ability to articulate complex concepts concisely.
One memorable instance involved a candidate who not only provided a concise overview but also injected a unique perspective that resonated with our companyâs values. This innovative technique enabled us to identify individuals who not only understood our offerings but also possessed the creativity and adaptability to communicate effectively.
By implementing this approach, weâve not only ensured that candidates possess a fundamental understanding of our company, but also gained insights into their communication skills and cultural alignment. It has transformed our talent selection process, helping us identify top talent with a holistic view of their capabilities.
Justine Perry Managing Director, Cariad Web Design
Head of Asia Pacific at AMACYN NATURAL PERFUME
6moVery well said, challenging one's perspective to see things differently.