Today, when you advertise a job position in your organization and call for interviews, you should be prepared to deal with some of the highly experienced and technical people who have prepared very hard for the interview. Thus, to select the best candidate from the pool of highly talented and experienced professionals, you have to provide evidence-based interview and interrogation training to the interview conductors so that they can easily outdo their smartness.
Interview and interrogation training is nowadays provided by organizations to their recruitment teams so that they can shortlist good candidates based on the pieces of evidence. The evidence-based interviewing revolves around four basic questions-
What are the distinctive qualities that you are looking for in the ideal candidate, such as personality, qualification, and experience?
To what extent do the qualities possessed by the candidate based on their past qualification records and work experience?
What types of questions should be framed to gather knowledge regarding the qualities that you want in your candidates?
What does the evidence talk about the personality and experience of the candidate?
How to Provide Evidence-Based Interview and Interrogation Training?
If you want to provide evidence-based interview and interrogation training to your employees, you should follow these instructions –
Job Comprehensive Data
Mostly, organizations provide a detailed list of what they are looking for in the ideal candidate. The basic recruitment advertisement includes job specifications, a candidate’s qualities, and basic information about the organization. The first phase of interview and interrogation training is to gather the basic job comprehensive data so that the right candidates can be called up for the next phase.
Once you have reviewed the competent candidates based on your job description, the next, you have to check the pieces of evidence. You have to check whether the candidates possess all the qualities that you are looking for in the ideal candidates or not. In this process, the resume and past work experience record of the employees will be helpful for the recruiters.
By carefully matching the pieces of evidence submitted by the candidates with your job requirements list, you can pick the suitable candidates matching your requirements.
One on One Interviewing
This is the crucial phase of the interview and interrogation training where you have to conduct a face to face interview with the candidates. You have to call the shortlisted candidates based on the pieces of evidence to properly analyze their personalities. The interview and interrogation phase is started by fixing a schedule for the interview.
Once you have called up candidates for the interview, you have to prioritize over one or two skills that can help you in understanding the candidates better. If previous job experience is highly important for you, then you should prepare questions that target the previous experience of the candidates only. Similarly, if the qualification of the candidates is important for you, you should focus on it.
In the interview process, you have a chance to evaluate the behavior and gestures of the candidates. The way applicants conduct themselves and convey their messages plays a vital role in the evidence-based interview. Just ask evidence-based questions from the applicants to better evaluate them.
Go in Details
In the interview, you should first ask a couple of prioritized questions, but you should take a detailed road on the main question. If you find a candidate fumbling or hesitating over a question, you should ask multiple questions revolving around that main question only. When you ask relevant questions related to the main question, you can further peel numerous layers of the evidence.
Suppose you are not sold over the experience shreds of evidence provided by the candidate, you can ask plenty of questions regarding past work experience like why they quit their last job, what they learned from their previous job, for how long they have worked, and so on. When you keep on revolving around the same main question, you will surely be able to crack open your candidates and find an evidence structure truth.
Today, business organizations are encouraging their recruiters to follow the evidence-based interview and interrogation methods because many candidates lie in their resumes or forge their certificates. Thus, when recruiters use the advanced methodologies to test the candidates, finding an adequate person for a particular job role becomes a lot easier. So, to hire the best employees in your organization, use the professional and evidence oriented methods only.