A successful interview occurs when not only the candidate is well prepared for their interview, but when you are as well! Structured interviews are twice as effective in predicting how well an employee will do for you. A structured interview, unlike a free-flowing interview requires that you do your planning, both on the candidate and the position, and create a structured plan for your interview process.
If an employee lacks particular skills to perform a duty, they can be trained. If they do not fit into your company culture, you have a whole other problem on your hands; one that will not be fixed with any amount of training. Employees that do not align with your company culture leads to poor work quality, decreased job satisfaction and a potentially toxic environment.
There is no one single question to determine if your potential employee will fit into your company culture. A cultural interview should have a flow to it and be natural in conversation, all the while you are assessing their mannerisms and reactions to your questions. Below are some general tips for interviewing for company culture as well as topics to be aware of when conducting your cultural interview.
Like it or not, you’re eventually going to make a bad hire. Even if you do everything right in the hiring process, you’ll find that it still doesn’t work out perfectly. So instead of beating yourself up about it, find a way to gracefully undo the mistake.
If you're used to asking "What was your last salary?" during job interviews, you might want to check your state and local laws. Many states and localities have made asking the salary question illegal.
If I told you that your career opportunity would reach only 15% of eye care professionals using your traditional posting methods, would you be alarmed? According to market research, only 15% of eye care professionals are actively seeking new employment. We call these active candidates.