If you’re a hiring manager or recruiter, chances are you have a set of standard interview questions. You may ask, “What are your strengths and weaknesses?” Or “Tell me about yourself,” You may also rely solely on a CV, references, or qualifications if you’re under enormous time pressures.

But are these interview questions and recruitment techniques still relevant and practical today? Are they getting a little tired? Are they missing something?

According to some, the “conventional way” of recruiting may fail to capture the candidate’s actual competencies, talents, and potential for cultural fit. Worse, they may waste time or resources for both employers and candidates.

What experts say

The World Economic Forum's Future of Jobs Report 2023 predicts that, by 2027, 40% of the core skills required for an occupation will change and 97 million new roles will emerge, characterised by new ways of working for humans, machines, and algorithms.

Unsurprisingly, the report also highlights the need for diverse recruitment practices.

A critical review of various recruitment techniques reveals that traditional methods of evaluation, like CVs and references, may be prone to biases or even errors. The review suggests that assessments, simulations, and gamification may provide more accurate and fair results for both employers and candidates.

To the questions

Emotional maturity (EQ) should feature in your questioning. For example, hiring an IT genius with a long list of qualifications is great, but what if a cyber-attack happens? Will the person be able to deal with the threat, physically and emotionally?

Alternative recruitment techniques include:

·        Work simulations

Give the candidate a task similar to what they would do on the job and observe how they complete it. This way, you can evaluate their technical skills, creativity, quality of work, and time management.

·        Virtual reality (VR)

Use VR communication to create an immersive interview experience. Meet candidates in three-dimensional spaces, introduce them to the environment, and show them the workplace culture to give them realistic insight into the company.

·        Pre-interview prep

Send the candidate a list of questions before the interview to help them prepare, calm their nerves, and feel more confident to have a conversation as opposed to an interrogation.

·        Gamify the interaction

Ask the candidate to play an interactive game with employees or try open-ended job posts that allow them to propose their own projects that show initiative and skills.

Possible questions might include:

1.   Tell me about a time you had to work closely with a team member or colleague who had a different perspective or working style. How did you handle the situation, and what was the outcome? This question evaluates teamwork, communication, and adaptability.

2.   What is the most interesting technical problem you've encountered recently, and how did you go about solving it? This question assesses a candidate's passion for their field and their problem-solving abilities.

3.   Can you share an example of a time when you had to prioritise multiple tasks or projects with tight deadlines? How did you manage your time and ensure everything was completed successfully? This question evaluates time management, organisation, and the ability to handle pressure.

4.   Describe a situation where you had to explain a complex technical concept to a non-technical stakeholder or client. How did you ensure effective communication? This question assesses communication skills and the ability to bridge the gap between technical and non-technical individuals.

5.   Tell me about a project or initiative outside of work that you're passionate about. How do you balance your personal interests with your professional responsibilities? This question provides insight into a candidate's interests, passions, and work-life balance.
 

6.   What books, blogs, or podcasts related to your field do you regularly follow or recommend? This question helps determine a candidate's commitment to continuous learning and staying updated in their field.

Tips to get you started

The best approach will depend on your specific needs. But we have a few extra tips:

·        Follow up on responses to your questions, with further questions that enable you to delve deeper into their experiences and insights.

·        Review the CV, profile, application, and social media accounts for more insight - and to avoid asking for information they’ve already provided.

·        Coordinate with other interviewers on your team. Share your interview questions, ask for feedback, and evaluate the criteria to ensure a consistent and fair process.

·        Remember to sell your brand and company culture. Highlight the benefits and opportunities of working for and alongside you, showcase your values and vision, and be ready to address any questions or concerns.

Contact Network Recruitment for advice about hiring (or to apply for your next job).