Conducting interviews is one of the most significant responsibilities of a staffing manager. A successful interview goes beyond a simple question-and-answer format; it should provide a deeper insight into the candidate’s professional experience, demeanor, and values, allowing you to assess how they will fit into the role they are interviewing for. The good news is that interviewing skills can be developed with some awareness and effective strategies. Here’s a list of tips to make the interview process more engaging, and to help you ascertain the quality of the candidates.

Use an Agency that Vets Candidates

Top staffing agencies, like White Glove, help you secure the best talent from the start by enforcing their own vetting and pre-interview process. This means that the candidates submitted by White Glove are generally more suited for the roles.

Prepare Targeted Questions

While it can be tempting to use a template from previous interviews for all candidates—regardless of the specialty—it’s more effective to tailor your questions to identify the best candidates. Say you are interviewing for an ER position, then instead of asking about overall experience, you can inquire specifically about their work in the Emergency Room. However, don’t completely avoid general questions. Simple prompts like “Tell me about yourself” or “Why were you drawn to nursing?” can provide insight into their priorities and thought processes. It might be beneficial to start with these broader questions before diving into the specifics.

Ask Open-Ended Queries

Engage candidates by asking open-ended questions instead of simple yes-or-no inquiries. This encourages them to share their experiences, values, and thought processes. The goal is for them to do most of the talking while you listen actively. For instance, instead of asking, “Are you a team player?” you can ask them to share a story demonstrating this quality. Additionally, avoid phrasing your questions in a way that will lead them toward the answers you want. For example, rather than asking, “Have you worked with that software before?” ask, “Which software have you worked with in the past?”

Be Open to Going Off Script

While preparation is key, so is spontaneity. It’s important to concentrate on the candidate’s answers and ask follow-up questions about interesting experiences they may mention. Also, while some candidates may elaborate extensively on their experiences, others who are more reserved might struggle with open-ended questions and could benefit from more direct ones.

Review Their Experience

Take the time to go through each candidate’s experience and discuss it in detail. Keeping their resume handy is a good idea, as it will help you understand their career journey and capabilities. Ask about specific roles they’ve held and what they learned from those experiences, which can lead to deeper discussions and insights.

Tune Into Their Questions

A candidate’s questions can often reveal more about them than their answers. Their inquiries can provide insights into their priorities, values, and interests, helping you assess if they fit well within your organization.

And Be Ready with Answers

Remember, interviews are a two-way street. Be prepared to answer the questions candidates pose. A great candidate will likely have other options and be gauging if your organization aligns with their interests, so make sure to make a positive impression reflecting your values.

Take Detailed Notes

While you may think you can remember every detail during the interview, you’ll thank yourself for taking detailed notes later on. Consider using a rating sheet or scoring system to evaluate candidates based on the main qualities you’re looking for.

Schedule Candidates Back-to-Back

If you’re comparing several candidates, scheduling interviews back-to-back can help keep their responses and qualifications fresh in your mind, making it easier to make informed comparisons after the interviews conclude.

Respond to Candidates Soon

As you compare notes, remember that your candidates may be doing the same. To secure high-quality talent, be prompt in responding with job offers.

Looking for Optimal Staff for Your Hospital or Facility?

White Glove has the qualified candidates you need! Let us know about your job vacancies, and we’ll handle the rest to provide you with dynamic staff that will enhance your team.