Are you having issues with applicants ghosting you? Are you tired of the same old interview questions that yield generic and uninspiring answers? It's time to break free from the shackles of conventional interviewing techniques and embrace a new modern approach. Too clever interview questions may prevent you from finding the perfect candidate. We see it too often for entry-level positions, where they are asked questions that would be best for C-level roles. While these questions may seem innovative and thought-provoking with good intentions, they often fail to provide meaningful insights into a candidate's skills, productivity, and suitability for the role that they applied to within your practice.
In this Eyetastic Bog, we will explore why being too clever with interview questions can be counterproductive and how adopting a more strategic and modern approach can lead to better hiring decisions for the new generation of candidates. So, if you're ready to leave behind outdated interviewing methods and unlock the true potential of your recruitment process, read on to discover the pitfalls of clever interview questions and the alternative strategies that will set you apart from the competition.
Remember, we are not saying clever interview questions are wrong, but when hiring entry-level positions like receptionists or technicians, we need to read the room when interviewing potential candidates. Suppose your role does not require credentials or experience. In that case, your questions should be geared more toward skill, productivity, and culture to ensure the job will be completed most efficiently and effectively.
The Behaviors of Entry-Level Applicants
Entry-level applicants are crucial to any business, especially in eye care, but we must keep in mind that they quickly apply for jobs and get hired right away which is a valuable trait that we must leverage. Unlike mid-to-C-level applicants, think licensed or seasoned staff members, who may require more thorough interviews and challenging questions, entry-level candidates can be scared off by such processes.
However, this doesn't mean that the interview should be easy. Instead, it should, but not be limited to, assessing their skills, productivity, ability to work independently and as a team, and ethical capabilities. To ensure their satisfaction and commitment, offering them a 30-minute shadowing opportunity on the same day can be an effective strategy while creating the buy-in to accept an offer. This approach allows you to make an offer that day or within the next 48 hours, thus securing their talent promptly.
The Problem With Certain Interview Questions
Traditional interview questions often follow a predictable pattern. Why would you be a good fit? Tell me about yourself (ugh look at the resume!). Candidates come prepared with rehearsed responses, lacking authenticity and genuine insight into their abilities. I learned this in my earlier years of management, someone came in and gave the best answers, and I was in awe! Once they started, I realized it was a mistake. Not only a waste of time and resources, but I ended up losing out on my second choice. This is where I went to asking skill-based questions based on their experience to what is required of them for the position.
As a result, many interviewers have turned to clever or unconventional questions to catch candidates off guard and elicit more revealing responses. However, this approach can often backfire for entry-level. Creative interview questions like "If you were a fruit, what fruit would you be?" or "How many golf balls can fit in a school bus?" may seem innovative and fun, but we should not start acting like psychologists studying the mind without having the data to back it up. Still, they rarely provide meaningful information about a candidate's qualifications or suitability.
Instead of focusing on relevant skills and experience, these questions can create distractions and cause candidates to lose sight of the job requirements. Furthermore, they may inadvertently favor candidates who are naturally quick thinkers or possess exceptional creativity rather than those with the necessary skills and experience for the position. The drawbacks of too clever interview questions are further compounded by the fact that candidates can easily find lists of commonly asked questions online and prepare rehearsed answers. This defeats gauging their genuine abilities and suitability for the role. It also puts candidates who may not have access to these resources at a disadvantage, as they may be caught off guard by unexpected questions.
The Importance of Effective Hiring
Before delving into the alternative strategies for more effective hiring, it's essential to understand why hiring decisions are crucial. A bad hire can have far-reaching consequences for an organization, including decreased productivity by training the individual, increased turnover for poor fits, and damage to team morale as the burden will get shifted onto them. On the other hand, successful employment can bring fresh perspectives, valuable skills, and a positive impact on company culture and brand.
Effective hiring is not just about filling a vacant position; it's about finding the right fit – someone who aligns with the company's values possesses the necessary skills and experience, and has the potential for growth and development within the role. This requires a comprehensive evaluation of candidates beyond their resumes and initial impressions. Clever interview questions, while entertaining, fall short of providing the necessary insights to make informed hiring decisions.
The Benefits of Effective Hiring
Adopting a more strategic and tailored approach to hiring can yield numerous benefits. By focusing on relevant skills, experience, and cultural fit, employers can identify candidates more likely to succeed in the role and contribute to the organization's long-term goals. A more targeted hiring process also saves time and resources by reducing the number of unsuitable candidates who make it to the later stages of the recruitment process.
In addition, a more effective hiring process helps to create a positive candidate experience. Candidates who feel their skills and qualifications are being accurately assessed are more likely to have a favorable view of the organization, regardless of the outcome. This can lead to positive word-of-mouth referrals and an enhanced employer brand, attracting top talent in the future.
We aim to make the interview as natural as possible, similar to a first date, where we are getting to know the person and seeing if they would be a good fit. Entry-level candidates may not be confident, so try to keep the conversation going freely while obtaining the information you need to ensure you are hiring the right fit. To do this, when they answer, ask a bit more about what they said, just like on a date. Not only will this get them to open up, but you will also have more candid answers.
What motivated you to apply for this [position]?
What skills do you possess that will make you an effective [position]?
What do you need to feel supported in this [position]?
How do you handle pressure and meet deadlines?
How comfortable are you with working in a fast-paced environment?
How do you prioritize your work and manage multiple tasks simultaneously?
Are you comfortable working in a team environment?
How do you handle constructive criticism or feedback from your colleagues?
What is your experience with troubleshooting problems?
Can you explain your experience with maintaining accurate records and documentation?
How do you stay organized and keep track of your tasks and projects?
What do you know about our company and the services we provide?
Are you willing to work flexible hours or be on call for emergencies?
What do you consider to be your greatest strength as a technician?
What do you consider to be your biggest weakness, and how are you working to improve it?
What are your long-term career goals in this field? And, how can we help get you there?
How do you handle stressful situations or unexpected challenges?
What would you do if you encountered a problem you didn't know how to solve?
What are the most essential qualities for success in this role?
Understand Entry-Level Candidates
Clever interview questions may seem innovative and trendy, but they often fail to provide meaningful insights into candidates' skills and suitability. You are not there to put someone under the spotlight but to find new employees to help the business grow.
By adopting a more strategic and modern approach to hiring, organizations can make more informed decisions and attract top talent. Let us work together to leave behind outdated interviewing methods and unlock the true potential of your recruitment process. So, leap and start revolutionizing your hiring process while stopping candidates from ghosting you today!
Of course, at Eyetastic Services, we can help you find new ways to hire, train, and retain new employees. Whether for consulting, interviewing, or recruiting, we offer numerous services to help your practice grow. Contact us today at (813) 756-0777 or send us an email to email@example.com.