Conducting great interviews isn’t about catching candidates out.
There’s no exact formula for the perfect interview, but there are things hiring managers can do to give themselves the best chance of identifying the right person for the role, which can save time, money and resource for both yourself and the client.
When I first entered the recruitment industry 25 years ago (yes, really), interviews often felt like they were designed to trip candidates up. Some interviewers seemed intent on asking questions that would make people squirm, as if the successful candidate was simply the one who could survive the ordeal.
Thankfully, things have moved on. Most companies now understand that the best hires are not always the most polished, the quickest thinkers, or the most mentally resilient in a high-pressure interview setting. Being reflective, thoughtful, or even a little vulnerable can be a real strength and help candidates stand out.
That’s why interviews should be designed to get the best out of the person sitting opposite you, not to test how well they cope with unnecessary pressure.
A few things I think make a real difference:
The goal should be simple: create an environment where candidates can show you who they are, what they’ve done, and how they might contribute!
Because a great interview process doesn’t just help you assess candidates, it also helps candidates decide whether they want to work with you. The recruitment teams here at JMC Aviation can take a lot of the legwork and admin out of your interview process, by offering CV filtering, pre-screening and telephone interviews, ensuring only those closest suited to your vacancy reach the interview stage.
If you’d like to discuss how our team can support your recruitment requirements, whether that’s contract or permanent, get in touch today.
