Your hiring process needs to occasionally challenge the candidate to see how they react to pressure.

Balancing your company image with the data you need about a potential hire isn’t easy but it is necessary if you want to improve your record of making good hiring decisions.

According to Jim Roddy, you need to achieve five emotional outcomes in an interview.

  • The candidate feels your company is professional
  • The candidate feels all their questions were answered.
  • The candidate was happy to interview with you.
  • The candidate is enthused about the job and your company.
  • The candidate’s expectations were managed properly.

[EasyDNNnewsToken:Left Justify Embed 300 x 250]You also need to challenge candidates, and you can’t do that with questions that allow them to only show their “best” side. One of the best ways to do that is to offer some point of criticism during the interview. Here are two ways to begin:

  • You said earlier in our interview that you’re OK with criticism. Can I give you some?
  • I want to share a criticism with you. I hope I don’t come off as harsh here – I’m just trying to make sure this is a right fit for you and us. Can I share with you an area that concerns me?

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