The Interview - How to Identify High Performing Candidates, Part 3

We are now at the conclusion of our Interview Tips on "How to Identify High Performing Candidates".

Following the basic steps that we have discussed will help you eliminate some of the risks of making wrong hiring decisions. It is not an exact science and you will never really know what a person is like until they start, but that’s why you have a probationary period.

7. If a candidate seems purely focused on the salary then make sure they are not just using the process to get a pay rise from their current employer. This can usually be spotted by them saying that the reason they are looking for a new job is because they feel they are currently underpaid! Ask them if they would stay if their current employer gave them a pay rise and pay attention to how they answer.

8. Watch out for the ‘victims’. This is where a personality conflict is the reason for leaving almost all of their jobs and their genuine accomplishments are very thin on the ground.

9. Don’t base your decision totally on technical abilities. Yes, they have to be able to perform in the role but any technical deficiencies can usually be trained and learned. However, a good work ethic and emotional maturity cannot! You need ‘can do’ people, not people who constantly say, “that’s not in my job description”!

10. Dress smart for the interview. If you are interviewing the perfect candidate you don’t want them to be put off by your appearance and then take another position elsewhere.