How to Glean More Than the Obvious from a Candidate in an Interview

by | Published on Apr 26, 2019 | Transcription Services

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Interview transcription services are often sought after by corporations and organizations, since interviews are the primary recruitment channels for bringing in fresh, new talent. Interviews don’t just bring out the best in the job applicants, but also in the recruiters. Interviews often reveal a lot more than what you think. And it’s analyzing those extra factors that make the difference between hiring just another individual and getting just the right person for your organization, who not only works hard, but also brings about a positive influence in your company, resulting in an overall better performance from your entire organization.

How to Glean More Than the Obvious from a Candidate in an Interview

From the perspective of the applicant, there are those that are only looking for a better pay and perks, while others want a job that reverberates with their passion and leadership qualities along with their professional expertise. If it’s the latter kind of employee you are looking for, you need to analyze more than just the answers the applicant gives to the questions you put forward.

When There’s More Than Just the Answers

When applicants apply for that job they’ve been waiting for, and they get called for an interview, they decide to impress the interviewer or the panel by answering every question put to them, coming up with a solution to any problem that is put forward. True, answering the questions put forth in the best possible manner is important, since they reveal how good they will likely be at the job that they’ll be given.

But along with this, the interview can also help convey the kind of person the candidate is. Though that may not seem relevant, that factor conveys a lot about how they can deal with a challenge that comes along in work. Specifically, we are talking about the soft skills of the candidate that could be conveyed to the interviewer without them ever asking a question about it. Though you may not directly ask these things, the way the candidate answers the questions you put forward could convey the soft skills they have. And that could make all the difference in the management choosing him/her over another individual.

Does the Candidate Have Soft Skills?

The Google definition for “soft skills” is “attributes” enabling an individual to “interact” with other individuals in a harmonious and effective manner. These factors are essential to work in a team or lead it to greater performance benchmarks. So what are these soft skills that you need to convey during your interview?

You need to see if the candidate before you reveals herself to be dedicated and persevering. The latter could also be interpreted to mean “hard work”. But perseverance also has elements of patience along with hard work. It is an integral element of problem solving. Dedication is unceasing devotion to the task at hand. These are essential if challenges are to be faced successfully and dealt with satisfactorily. You need to see if the candidate highlights these qualities when they are answering the questions you put forward, or when they are describing their achievements and past job responsibilities.

Where the Skills of the Interviewer Come Handy

Rather than just being satisfied with the candidate describing their accomplishments at problem solving, look for descriptions of how they solved the problem that presented itself at their previous job. You could ask the candidate to describe any accomplishment and see if they are describing in detail how they solved the problem, how their mind worked in such situations, and the thought process they used to come up with the lasting solution, the end result. Look for their description of the obstacles they overcame as part of the challenge. These detailed descriptions are often what help you separate the great candidate from the exceptional one.

Candidate’s Skill to Handle Adverse Situations

Perseverance and dedication are made even better with adaptability. There will be occasions when your employees would have to handle tasks that are not part of their regular responsibilities. There could be occasions when some employee quits suddenly, and you would need to delegate those tasks to another of your staff members to ensure the deadlines aren’t missed and productivity isn’t compromised. You need to observe if the candidate has any such experience of stepping into someone else’s shoes. Is your candidate describing such examples?

Being a Team Player and Getting the Best Done 

If your candidate constantly refers to “I” rather than “we” during their description of past accomplishments and problems solved, he/she may not quite be a team player. The candidate must mention how their team solved the problem, and how they collaborated with colleagues.

And let’s not forget time management too. You need the candidate to clearly state how he/she was able to stick to challenging deadlines and turnaround times along with the team, and how that managed to save the project.

And through all this soft skill description, the candidate should be able to make a persuasive case for themselves. Persuasion is a soft skill too, since it indicates the candidate can get people in their team to do extraordinary things.

General transcription companies provide you with all the transcription solutions you need for interviews and other communication sessions.

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