Are You Conducting Post-Interview Reviews?

January 29th, 2016

The hiring process often involves multiple interviewers talking to multiple interviewees. With that many candidates and resumes being passed around, it’s easy to lose track of who said what, who left a positive impression, and who left a negative impression. If you don’t have a process to pull together everyone’s input, the final hiring decision may be made based on fading memories. An effective post-interview review process ensures that information is shared and documented so you can refer to it once you’re ready to make a final decision.

Get Input from Everyone Who Spoke to the Candidate

If you have people meet with the candidate but don’t get their thoughts, that meeting was a waste of time. Solicit opinions from everyone who spent time with them, even if they only took them to lunch. Let junior staffers speak first to make sure they aren’t pressured to conform to their boss’s opinions.

Talk About Details

Go beyond gut feelings to discuss the specific ways the candidate left both positive and negative impressions. It’s important to identify whether there were any discrepancies in how the candidate presented themselves to the multiple interviewers. If anyone has specific concerns about the candidate, they should be shared with the group.

Keep Track of Candidates in a Standard Way

Use a consistent set of criteria so all interviewees are evaluated on the same metrics. Make sure the criteria are relevant to the position, and don’t have so many that providing ratings becomes a chore. You can assign a score to each category and also come up with an overall ranking of the interviewees. This will help you decide who to extend an offer to and how to proceed if they turn you down.

Don’t Wait Too Long to Schedule the Review

You don’t have to have a review meeting after each interview—it’s fine to discuss more than one candidate—but if you’re bringing in a series of candidates over a series of weeks, you should have a meeting every week or two to make sure candidates are discussed while you still remember them.

Working with a staffing agency can help bring in better candidates, and simplify and streamline your interview and post-interview process. InReach IT Solutions will work with you to understand the skills your open positions require and provide strong potential hires for your consideration. Contact us to learn more about how we can help you solve your staffing problems.

How to Determine Candidate Reliability During an Interview

November 27th, 2015

There’s a quote that says 90 percent of success is showing up. While that’s not exactly the result of scientific study, there’s no question that your projects won’t succeed if your employees don’t show up to work on them. It’s important that your interviews probe candidates for their reliability and their internal motivation and commitment to getting the job done. Try asking these questions:

  • What motivates you at work? Not every employee will be introspective enough to know their real motivations, but you want to hear answers other than jokes about “a paycheck.” It’s important to check whether what motivates the candidate matches the position they’re interviewing for. Someone who expresses the desire to learn new technology may not be well suited for a company that is a late adopter; someone who enjoys helping people may not be right for a position that’s more about the technology than the users.
  • What workplace was most satisfying to you? When a candidate’s had more than one job, you can find out what they liked or didn’t like at the different places they’ve worked. If the ones that they liked most are similar to your environment, they may be a good fit.
  • Why do you want this job? The first question talks about the candidate’s motivation in general; this one talks about the specific opportunity and lets the candidate describe how it suits them. If the candidate sounds genuinely enthusiastic about the position, if they sound excited about the opportunity, there’s a good chance they are eager to tackle the work.
  • How do you see your career developing? If the candidate’s chosen career path is simply not feasible at your business, you shouldn’t expect the candidate to stick around too long. This doesn’t necessarily mean they’re not right for the current position, but once the candidate’s developed the skills they need for the next step on their ladder, they’ll move on.

You don’t have to rely solely on your assessment, either. Ask the candidate’s references how they rate their reliability and motivation. They should be able to give you specific examples that help you judge whether the candidate would work well within your environment.
A staffing agency can also help you find reliable candidates. They’ll have pre-screened potential employees and can make sure you only spend time interviewing candidates who’ll fit well with your organization. Contact InReach IT Solutions for help finding reliable employees who’ll show up and get the job done.

5 Ways to Show Your IT Staff How Much You Value Them

November 6th, 2015

Keeping morale up is part of every manager’s job. The office environment can be stressful, and it’s easy for employees to feel unappreciated. Here are five ways to let your staff know you appreciate the job they do:

  1. Pay them fairly. Money isn’t the only thing that makes employees happy at work, but it definitely helps! Your staff salaries need to compare favorably to market rates. Make sure you pay people doing equivalent work equivalent salaries.
  1. Treat employees with respect. Your employees are adults. Don’t micromanage their time; within true business needs, allow them the flexibility to make their own schedule or work from home.
  1. Treat employees as people. Make an effort to get to know your staff beyond their technical abilities. Everybody has a life outside the office, and hobbies and people that are important to them. If you relate to your employees as if they’re people, not just workers, they feel more cared for.
  1. Celebrate success. When there’s a team victory, celebrate it. This doesn’t have to be a fancy shindig; even a team pizza party lets people come together and share good feelings. If there’s no budget, at least celebrate success by announcing it at departmental meetings and publicly thanking the people who made particular contributions. Be specific—”thank you for your hard work” isn’t as meaningful as a thank you that names exactly what they did.
  1. Provide opportunities to grow. Show you care about your employees by encouraging them to develop and grow. Prompt your team to take training, and assign them “stretch” assignments to let them extend their abilities. Find out the career path they want to pursue and work with them to make it happen.

When you have an office environment that values employees, your team wants to stay with you, and job candidates feel the positive atmosphere and want to join you. If you’re looking to add to your team, contact InReach IT Solutions to find out how we can help you hire your next valuable employee.