How to Interview Someone - How to Recruit a Good Job Candidate (4 of 5)

Summary

In this video, Linda Raynier offers valuable advice to hiring managers and recruiters on how to effectively interview job candidates. She presents a five-week special series on YouTube, focusing on recruitment strategies. Linda emphasizes the importance of preparation, having a set of targeted questions, and communicating job expectations. She advises distinguishing between nervousness and lack of qualifications, and stresses the significance of managing candidates' expectations by informing them of next steps. The video also promotes Linda's one-on-one career strategy services for job seekers.

Takeaways

• 🎯 **Preparedness is Key**: Have 3-5 targeted questions ready before starting an interview to demonstrate professionalism.
• 🗣️ **Effective Communication**: Clearly communicate your expectations and the goals for the position during the interview.
• 🔍 **Specific Experiences**: Ask about specific experiences to allow candidates to showcase their skills and achievements.
• 🤔 **Distinguish Nervousness from Incompetence**: Be aware that nervousness does not necessarily equate to a lack of qualifications.
• 🚫 **Red Flags**: Look out for stumbling or inability to discuss specific experiences as potential signs of unsuitability.
• 📝 **Purposeful Questions**: Each interview question should have a clear purpose to elicit information about the candidate's fit for the role.
• 🤝 **Enthusiasm Indicator**: Gauge a candidate's interest and potential value addition by their reaction to the described role goals.
• 🔄 **Two-Way Insight**: The interview should provide insight into the candidate while also revealing company and role expectations.
• 🔄 **Balanced Interaction**: Avoid interviews that are one-sided; ensure candidates have an opportunity to understand and express their fit for the company.
• ⏩ **Next Steps Clarity**: If a candidate seems like a good fit, communicate the next steps in the hiring process clearly.

Q & A

What is the main focus of the video by Linda Raynier?

The main focus of the video is to provide guidance to hiring managers, recruiters, and HR professionals on how to effectively interview job candidates and identify the best fits for their companies.

What is the purpose of the five-week special series on YouTube that Linda Raynier is conducting?

The purpose of the series is to teach the audience how to recruit and hire the best job candidates for their companies.

What are the four top tips Linda Raynier suggests for interviewing job candidates?

The four top tips are: 1) Having at least three to five prepared questions, 2) Communicating expectations for the position, 3) Asking about specific experiences to showcase the candidate's value, and 4) Distinguishing between nervousness and lack of qualifications.

Why is it important for a hiring manager to have prepared questions for an interview?

Having prepared questions shows professionalism and allows the hiring manager to gain accurate insights into the candidate's potential fit for the job and the company.

What does Linda Raynier suggest as the first question to ask a job candidate in an interview?

Linda Raynier suggests starting with the classic question 'Tell me about yourself' to initiate the interview.

How should a hiring manager communicate their expectations during the interview process?

A hiring manager should explain the goals for the position and the purpose of the role, allowing the candidate to understand what is expected of them if they were to join the company.

What is the significance of asking candidates about specific experiences during an interview?

Asking about specific experiences gives candidates the opportunity to demonstrate their abilities and achievements, which helps the hiring manager assess their suitability for the job.

How can a hiring manager differentiate between a nervous candidate and one who is unqualified?

A hiring manager should observe the candidate's responses to questions and their overall interaction. If a candidate is unable to discuss their experiences clearly despite feeling settled, it may indicate a lack of qualifications.

What should a hiring manager do if they believe a candidate is a good fit for the company?

If a candidate seems to be a good fit, the hiring manager should let them know the next steps in the process and manage expectations to maintain a positive professional reputation.

What additional resource does Linda Raynier offer for job candidates seeking one-on-one professional guidance?

Linda Raynier offers one-on-one help through her website, where job candidates can apply for professional guidance by filling in an application form at lindaraynier.com/standoutgethired.

Outlines

00:00

😀 Effective Interviewing Techniques for Hiring Managers

In this segment, Linda Raynier addresses hiring managers, recruiters, and HR professionals, offering insights on how to identify top job candidates. She emphasizes the importance of preparation, suggesting that interviewers should have at least three to five targeted questions ready to assess a candidate's fit for the role. Linda advises against starting interviews by asking candidates what questions they have, as this can signal a lack of preparation. She recommends questions that reveal a candidate's experiences and suitability for the position, such as asking about their past achievements and how they align with the job requirements. Additionally, she stresses the need for interviewers to communicate their expectations for the role, allowing candidates to understand the goals and demonstrate their enthusiasm and potential to contribute to the organization.

05:03

😌 Distinguishing Nervousness from Lack of Qualifications

Linda continues by discussing a common误区 among recruiters and hiring managers: equating nervousness with a lack of potential. She advises that nervousness should not be a disqualifying factor, as it may be influenced by the interviewer's demeanor or environment. Instead, interviewers should aim to put candidates at ease to allow them to showcase their true abilities. Linda suggests that if a candidate remains unable to articulate their experiences after being given a chance to settle, it may indicate a lack of qualifications. Lastly, she highlights the importance of managing candidates' expectations by communicating the next steps in the hiring process, which helps maintain the interviewer's professional reputation.

Keywords

💡Recruit

To recruit means to seek out and engage suitable candidates for a job or position. In the context of the video, the speaker is providing guidance on how to effectively recruit the best job candidates for a company. This is a central theme as the video aims to educate hiring managers and recruiters on the best practices in the recruitment process.

💡Hiring Manager

A hiring manager is an individual responsible for overseeing the recruitment process, including interviewing and selecting job candidates. The video is tailored for this audience, offering them strategies to enhance their interviewing skills and make better hiring decisions.

💡HR Professional

HR stands for Human Resources, and an HR professional is someone who specializes in managing the administrative aspects of human resources for an organization. The video is relevant to HR professionals as it discusses techniques for interviewing candidates, which is a key part of their role in talent acquisition.

💡Interview

An interview is a formal meeting in which a job candidate is assessed to determine their suitability for a position. The video focuses on the art of interviewing, emphasizing the need for preparation and the importance of asking targeted questions to discern a candidate's true potential.

💡Job Candidates

Job candidates are individuals applying for a job or position within a company. The video aims to help hiring managers differentiate between good, average, and amazing job candidates by providing insights on how to conduct effective interviews.

💡Preparation

Preparation in this context refers to the act of planning and organizing in advance, particularly in relation to the interview process. The video stresses the importance of being prepared with specific questions to ask job candidates, which demonstrates professionalism and can help uncover a candidate's true capabilities.

💡Expectations

Expectations in the video refer to the goals and requirements that a hiring manager has for a prospective employee. Communicating these expectations during the interview process is crucial as it helps candidates understand the role and whether they are a good fit.

💡Specific Experiences

Specific experiences are particular instances or events from a candidate's past that are relevant to the job they are applying for. The video advises hiring managers to ask about these experiences to gauge a candidate's suitability and ability to perform the job.

💡Nervousness

Nervousness is a state of unease or anxiety, often experienced by job candidates during interviews. The video differentiates between nervousness and a lack of qualifications, cautioning against dismissing candidates solely based on their nervousness.

💡Credentials

Credentials are documents or qualifications that verify a person's qualifications or competence. In the video, the speaker advises hiring managers to distinguish between a candidate's nervousness and their actual qualifications, ensuring that only the most suitable candidates are selected.

💡Next Steps

Next steps refer to the follow-up actions or procedures after an interview. The video emphasizes the importance of managing expectations by informing candidates about the next steps in the hiring process, which helps maintain a positive reputation as a hiring manager.

Highlights

Introduction to a special five-week series on recruiting and hiring the best job candidates.

Emphasis on the importance of being well-prepared for interviews as a hiring manager.

Tip 1: Have at least three to five targeted questions ready before starting an interview.

The significance of asking 'tell me about yourself' and other classic questions to assess fit.

Tip 2: Clearly communicate your expectations for the position during the interview.

The impact of a hiring manager's enthusiasm on a candidate's interest in the role.

Tip 3: Highlight specific experiences to allow candidates to showcase their value.

The importance of distinguishing between nervousness and a lack of qualifications.

Tip 4: Recognize the difference between a nervous candidate and one who is unqualified.

The role of body language and interviewer demeanor in candidate comfort.

Tip 5: If a candidate seems to be a fit, communicate the next steps in the process.

The importance of managing candidates' expectations to maintain a professional reputation.

An offer of one-on-one professional guidance for job candidates seeking help.

Encouragement for viewers to subscribe and share the video for more career and interview tips.

Information on upcoming 'Top Notch Interview' training for further professional development.

Transcripts

Hey Ambitious Professionals!

It's Linda Raynier of lindaraynier.com guiding you to a career and life you will truly enjoy.

Now if you're someone who happens to be a hiring manager or recruiter or an hr professional

then you're in luck because this episode is actually the fourth of a five week special

series that I'm doing right here on youtube where I'm going to be teaching you how to

recruit and hire the best job candidates for your company and in today's video I'm going

to be sharing with you my top tips on How to interview candidates well not just how

to interview but really how do you determine the amazing job candidates away from the good

or the average job candidates Ready to get the job you want?

Top Notch interview is coming soon!

For more info and free training go to jointni.com As a career strategist I've had the honor

of being able to help numerous professionals land their Dream job offers and so if this

is something that you're looking for one on one help from me then I will give you details

about that at the end of this video now as a recruiter or hiring manager you may actually

find that when it comes to interviewing candidates this might actually comes very natural to

you maybe you really enjoy asking people questions and gaining insight into their experiences

and who they are as professionals but are you interviewing them in the best way possible

where you're gonna get true insight into what they're really capable of or So asking them

questions that are a little bit tricky that will make them nervous and squirm and limit

their ability to be able to show you who they truly are so today I'll be showing you the

right way on how to interview a candidate so that it's not only efficient but you're

gonna be able to gain clear accurate insight into whether there are real potential employee

for your company so here's a checklist of four tips that you wanna make sure you're

doing tip number one Have at least three to five questions that you want to ask ready

beforehand never start an interview with so what questions do you have for me too the

job candidate good job candidates can smell lack of preparation on your part as a hiring

manager right away if you start with this question being prepared with targeted questions

shows professionalism on your part as a hiring manager and these questions can be anything

that you personally feel are appropriate to To determine if they are a potential fit for

the job and the company you can always start off with the classic tell me about yourself

followed by why do you feel you're fit for this position followed then by can you please

tell me about a time where and insert a specific experience or type of experience that you

want them to describe to you and then ended off with what we're aspects of your previous

world that you most enjoyed each of these questions have a unique purpose as to why

you would be asking them so you want to determine what that purpose is What it is that you're

looking for in your ideal candidates answer tip number two is to communicate your expectations

for this person in this position throughout the interview process as a hiring manager

it's easy for you to get caught up with just asking the interview we questions about them

their roles and their experiences without revealing very much about yourself the job

or the company you wanna make sure that you let the job candidate know what it is that

you The hiring manager hopes for this person to achieve when you explain the goal for this

position the purpose for this role if they're good job candidate you can see enthusiasm

and excitement in their face but if they're not you can see that maybe they're not really

looking to contribute or add value to your Organization they have to show some sort of

level of enthusiasm and excitement when you can describe the purpose and the goal for

this role tip number three I like the items in this Tv that you want to ask about when

you highlight Specific experiences and then ask the job candidate about them this is giving

them the opportunity to showcase to you their value what they can do for you and what experience

they have so if they have the ability to answer you well by giving you clear details giving

showing clear achievements then you know that they know what they're talking about and that

they have the ability to do your job but if somehow you're asking about specific experiences

and they're stumbling and they don't they're tripping over their words and it's not just

cuz they're nervous but they don't really know Talking about then that is a Red flag

tip number four know the difference between someone who's nervous versus someone who has

the wrong experience credentials or is unqualified one of the things that I find happens with

recruiters and hiring managers when interviewing candidates is that they mistakenly assume

that when a candidate is nervous that that automatically means it's a sign that they

are probably not a good fit for their Organization nervousness should not equate to their potential

maybe they're nervous Because of the way that you greeted them and that the way that you

are currently exiting your body language is causing them to tense up and not feel comfortable

around you as a recruiter and hiring manager you wanna give a fair chance to every candidate

that comes through the door to be able to demonstrate and prove himself to you because

that slightly nervous candidate might actually be a superstar employee who is hardworking

and dedicated but you were too quick to dismiss them because they were nervous now on the

other hand if you have Done a good job at getting them to feel settled and not nervous

and they're still struggling to tell you what their experience is then that is a Red flag

and that is an indicator that maybe they don't have the right qualifications for what you're

looking for and finally tip number five if they seem to be a fit for your company let

them know what the next steps would be managing expectations is extremely important in keeping

your reputation as a hiring manager and as a professional in general so just Simple email

because it's common courtesy so there you have it those are my top tips on how to interview

your job candidates the right way now if you yourself happen to be a job candidate you're

currently looking for a new position you've been going on interviews but you haven't been

getting offers and you realize that you need one on one professional guidance then feel

free to reach out to me head on over to my website lindaraynier.com/standoutgethired

read through the page fill in the application form and if it seems that you and I are potential

match to work together than my teammates We'll be reaching out to you directly if you like

this video then please give it a thumbs up subscribe share with your friends thanks so

much for watching and I will see you in the next video Ready to get the job you want?

Top notch interview is coming soon.

For more info and free training go to jointni.com