One of the key questions you want to ascertain from the meeting is; can this person do the job. Depending on the requirements of the job, you could look at including exercises that might be relevant for the job. For example, we work with a number of insurance companies all over the country who will have a dedicated claims or call handling team. If telephone manner and customer service are big elements of the role why not set a small roleplay exercise during the interview. It doesn’t have to be a lengthy exercise but it’s a chance for you to see this person carrying out a similar task.
Scenario based questioning is also another way for you to see if your next hire is sat in front of you. Asking a candidate how they coped previously in a situation is a brilliant indicator how they might cope in the future. Here a few ideas on the types of questions you could use;
- Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
- Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
- Give me a specific example of a time when you used good judgment and logic in solving a problem.
- Give me an example of a time when you set a goal and were able to achieve it.
- Give me a specific example of a time when you had to manage an unhappy customer and what you did?
If answers seem to be thin on detail, the interviewer can ask follow-up questions:
- What exactly did you do?
- What was your specific role in this?
- What challenges did you come across?
- Why exactly did you make that decision?