When living in the age of the social media background check and Skype interview, it can feel as if you know an awful lot more about the candidate than you would just from looking at their CV. However, there’s still a lot to be gauged from someone by meeting them in the flesh. Despite the more honest approach some people can take in their social media profiles, it is still an interface that they control, and can act differently through it compared to real life. So what are the ways in which interviewing remains essential?
The whole experience
When interviewing, there’s a lot more to the process than the actual interview itself. You are inviting potential candidates to come into your workplace and interact with your staff, be they receptionists or security. As a result, it isn’t just the interview panel that gain a first impression of the candidate. How they present themselves to anyone they come across can be a very useful insight into their true colours. Also, a lot to be learned about the candidate can be learned through general chit chat prior to the interview. Obviously the candidate will be nervous, but recruiters can tell a lot about someone, such as their perspective, friendliness and confidence, through an initial conversation.
With the majority of interviews these days having a competency based focus, recruiters are utilising the opportunity to encourage candidates to share their experiences and the chances they have had to put their skills into context. Most competency based questions encourage the candidate to fall back on personal experiences which is best done in an interview scenario. Also, it gives the candidate the chance to elaborate on what they have outlined on their CV or application form in a lot more detail and allows a better insight into their previous role/s. Without this, there aren’t many other ways to peel back the onion and get an insight into the candidate’s personality, as well as assessing their skills.
With cultural fit being an integral part of finding the right candidate for the role, it becomes the job of the interviewer to assess this. It’s difficult to ascertain things such as attitude, core values and other less tangible traits that your company looks for in its employees, without having a proper meeting. This is why it’s useful to encourage the candidate to be themselves in the interview and allow it to be a two-way conversation, rather than purely answering questions for your tick boxes. It also gives an opportunity to decipher whether this candidate will get on well with other members of staff, and be a useful addition to the team.