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The Hiring Manager's Guide to Hiring the Right Person - Business Guides

https://www.nytimes.com/guides/business/how-to-hire-the-right-person

nytimes.com

The Hiring Manager's Guide to Hiring the Right Person - Business Guides
Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. Learn the strategies these chief executives have developed through trial and error to help you go beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate.

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The Art Of Hiring

The Art Of Hiring

Hiring, according to top corporate leaders, should not just be the standard job interview, which has become predictable and routine, but something creative and challenging.

One has to find new ways to find out how a person thinks, taking them out of their ‘seat of comfort’. Allowing candidates to speak their mind, or providing them challenging situations to work on can be a better indicator of their employability.

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Interview, Unplugged

One has to check if the candidate is genuinely interested in the job or is just checking all boxes of dressing right and talking right to land up with an offer letter.

How they treat and interact with others (like the guy handing them the coffee) also helps gauge their personality. One can take the candidate on a tour inside the company building, noticing how they ask questions, or how curious they are.

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The Interview Meal

Sharing a meal provides the recruiter with a big opportunity to observe the candidate, like how they make eye contact, how polite they are, or the way they ask questions.

One can see what frustrates or flusters them and if they are patient or agitated. The whole personality of the candidate can be gauged by one meal with them.

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Unusual Questions In Interviews

Skills, which can be taught, are not as important nowadays as the candidate’s self-awareness and mental agility where he/she is prepared for out-of-the-box questions and surprises.

Asking unusual questions that illuminate the creative side of the candidate while providing valuable insights into their personality are much better than the usual fare, which the candidate is already expecting.

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Examples of Unusual Questions For Interviews

  • What is Your Natural Strength? This takes a broader look at the candidate’s abilities.
  • What Kind Of Animal Would You Be? And Why? This may be a fun question but the ‘why’ part provides the interviewer with new insights about the candidate.
  • What Is The Biggest Misperception People Have About You? This question reveals how self-aware the candidate is, and how honest he can be.

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SIMILAR ARTICLES & IDEAS:

Answers To Common Interview Questions

  1. Can you tell me a little bit about yourself? Don’t tell your life story; answer clearly and concisely. Focus on professional accomplishments.
  2. Why should we hire you over the other appl...

The Smartest Way To Answer Interview Questions

The interviewer is likely looking for someone who can solve problems, has good interpersonal skills and the ability to get things done using good judgment and effectiveness. 

Not every question lets you show skills easily, so reframing a question to get to the answer you want to communicate might be the best way to do so.

Conduct the Effective Job Interview

  • Prepare your questions based on the attributes of an ideal candidate,
  • Reduce stress level. Tell the candidates in advance the questions you plan to ask.
  • Involve enoug...

The Interviewer’s Perspective

When the interviewer asks you, “Tell me about yourself”, he is hoping this question will get you talking. It will give him a first impression of you, and set the tone for the inte...

How Not to Answer

  • Prepare a brief summary of the high points of each of your past positions, but do not turn it into a very long monologue that makes the interviewer glaze over with information overload.
  • You do not have to brag, but don't rely on the interviewer to see past your humble exterior and figure out how great you are. Find a way to present yourself to your full advantage.
  • This is not the time to talk about all your personal details. Focus on who you are as a professional.
  • Because this question can be interpreted in many ways, do not be overwhelmed by it. Delve right in with your prepared answers.

Your elevator pitch

You need a short summary of yourself as a job candidate. Keep it focused, ideally less than a minute, and no more than two minutes.
  • Address what your primary selling points are for this job. The number of years of experience or special skill.  Focus on the qualifications in the job description and how you meet and exceed it.
  • Explain why you are interested in this position. 

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