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How to conduct an effective selection interview to find the best talent.

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 It is essential to have a proper understanding of the functioning and application of the selection interview so that companies can find the ideal candidate. 

The selection interview plays a crucial role in the hiring process of new employees as it provides the Human Resources department with a tool to thoroughly assess candidates and determine if they meet the organization’s requirements and expectations. 

However, conducting the different stages of the personnel selection interview can be tedious and time-consuming, especially when there are numerous candidates. Therefore, it is important to have an efficient solution that facilitates and optimizes this phase of the interview. 

You may be interested in the following article: “Tips for a Good Job Interview. 

In this article, we will explore what a selection interview entails, how to conduct it effectively, and thereby discover the best available talent. 

What does a selection interview involve? 

When we refer to a selection interview, we are talking about the initial stage of the recruitment process in which a recruiter interviews a candidate to assess their skills and abilities. 

If the initial contact is positive, the candidate progresses to the next stage of the interview, which may involve a more detailed discussion about the position or a meeting with a supervisor to consider the possibility of hiring them. 

The type of job interview can vary depending on the circumstances and specific conditions. Factors such as the type of questions, the number of interviewers, and the structure of the interview can influence these differences. 

Additionally, when organizing a selection interview, defined preliminary stages are established: 

  • Preliminary stage: An initial selection of candidates is made through pre-established filters.
  • Selection stage: In this stage, candidates are evaluated, and the most suitable profile for the position is chosen.
  • Final stage: At this stage, the intention to hire those candidates who have reached the final stage of the selection process is communicated. 

Importance of a selection interview.

The selection interview plays a crucial role in evaluating a candidate’s skills and competencies, serving as a key tool to analyze their level and determine their suitability for the position. Whether you lead an internal selection process or recruit through a consultancy, it is crucial that the interview is well-planned and consistent, as any mistakes can lead to an inaccurate evaluation of the candidate. 

The importance of the interview is closely linked to the objectives of each participant (recruiter and interviewee) during the process. Therefore, it is essential to be flexible in establishing an environment conducive to the development of the interview and carefully select the questions the interviewer will ask. 

Courtesy and flexibility allow the recruiter to obtain the desired information without addressing the topics intrusively and directly, and it allows the candidate to stand out by feeling more confident and comfortable while providing relevant answers. 

It is logical to state that positive outcomes in a company due to the contribution of a new employee are largely attributed to the importance of an effective selection interview that identifies whether the hiring is a good addition from a professional standpoint. 

After the pandemic, virtual interviews, or video interviews, are gaining increasing importance compared to in-person ones. 

You may be interested in the following article: “What is a Structured Interview? 

Objectives of selection interviews.

The objectives of the selection interview are as follows: 

  • Evaluate skills and competencies: The main objective of the selection interview is to assess the candidate’s technical skills and competencies in relation to the job position. It verifies if the candidate possesses the necessary abilities to efficiently perform the required tasks and responsibilities. 
  • Verify cultural fit: The interview also aims to evaluate the candidate’s suitability in terms of values, organizational culture, and fit with the work team. It seeks to determine if the candidate adapts to the way of working and the values of the company, which is essential for maintaining a harmonious and productive work environment. 
  • Obtaining additional information: During the interview, the goal is to gather additional information about the candidate’s work experience, achievements, motivations, and attitudes. This helps gain a more comprehensive understanding of their profile and make an informed decision about their suitability for the position. 
  • Evaluating communication and interpersonal skills: The selection interview allows for assessing the candidate’s ability to communicate effectively, express ideas clearly, and establish interpersonal relationships. These skills are essential in the workplace and can influence the candidate’s performance and integration into the team. 
  • Analyzing motivation and commitment: The interview also aims to determine the candidate’s motivation and level of commitment to the position and the company. Their professional expectations, long-term goals, and genuine interest in the offered job are explored. 

What questions to ask during the interview stage? 

Determining the appropriate questions and the opportune moment to ask them during the interview is crucial for effectively evaluating the candidate’s strengths and weaknesses. This will enable us to optimize the assessment and determine if the candidate fits the established criteria. 

It is essential for the questions to have a precise and specific focus so that they can provide relevant information during the interview. It is necessary to gather as much information as possible, avoiding empty and insubstantial questions, while maintaining courtesy and fostering a pleasant and comfortable environment for the selection interview to unfold in the best possible way. 

There are numerous examples of questions that should be asked during recruitment processes, and they should be effectively formulated. Some of them include: 

  • Questions about strengths and weaknesses: Inquiring about the candidate’s strengths and weaknesses provides valuable information about their skills and areas for improvement. This allows evaluating if the candidate’s strengths align with the job requirements and if they are aware of their development areas. 
  • Questions about professional trajectory and achievements: It is important to inquire about the candidate’s previous work experience, responsibilities, and accomplishments. This allows evaluating their relevant experience and determining if they have been successful in similar roles to the one they are applying for. 
  • Questions about handling high-pressure situations: Understanding how the candidate handles stressful or high-pressure situations is crucial, especially in roles that require quick decision-making and dealing with challenges. Questions related to problem-solving under pressure can provide valuable insights into the candidate’s ability to face difficult situations. 
  • Verification of information consistency: It is important to corroborate the consistency between what the candidate shares during the interview and the information presented in their background and resume. Specific questions about their past experiences and achievements can help verify the accuracy of the provided information. 

You may be interested in the following article: “Questions for a Successful Structured Interview. 

By formulating these questions effectively, we can gather valuable information about the candidate and make informed decisions during the selection process. 

In summary, it is important to highlight that the selection process allows for effectively analyzing hired candidates through efficient systems. Therefore, the relevance of implementing an appropriate interview and selection process is paramount. The information collected from the beginning is utilized in the performance evaluation module to determine if the talent meets the established expectations. This provides a starting point for evaluating their development and adaptation to the job position.