A good job interview is essential to identify good candidates and to test whether a candidate is a perfect match for your corporate culture. But how do you set up a good job interview? Recruiter Françoise Bekaert of Arsanne Consulting shares her best tips and tricks.
Many companies are frustrated to see that newly recruited employees are sometimes not as promising as they seemed during the job application process – or that they are not as good a match with the corporate culture as they had initially thought. But the opposite is also true: exactly for those reasons, many new recruits quickly give up their new position. That’s a real pity. A better job application process can help keep both parties’ expectations as realistic as possible. We invited Françoise Bekaert of Arsanne Consulting for a chat to discuss the ins and outs of job interviews over a cup of coffee.
An astonishing 61% of candidates state that the everyday reality of their job differs from what they expected following the application process. So, it’s high time to fine-tune that process! ‘A good job interview consists of two parts,’ Françoise Bekaert explains. ‘On the one hand, there is the technical part, and on the other, the interview. Both parts require a specific approach and complement each other.’
The technical part consists of checking the CV to assess whether the candidate has the required technical skills for the job in question. Bekaert explains that at that stage it is very important to have good insight into the key skills needed for the job: by having held the same position in the past, for example.
Tough interview, successful recruitment
The next step is the actual interview. The first tip Bekaert shares is that it is perfectly acceptable for recruiters to grill the candidate. ‘Our candidates go through a very challenging interview,’ Bekaert explains. ‘We grill them because we know that this is the most thorough way to assess their skills.’
The human aspect is crucial to future-proof companies
A second tip is to always assign two recruiters to an interview, not to apply the ‘good cop, bad cop’ technique that we know from TV but rather to properly assess the candidates’ talents. ‘Our candidates go through a very challenging interview,’ Bekaert explains. ‘The second person can stay in the background and hardly say a word, observing and analysing the human side of the candidates: their behaviour, answers and body language. After all, a candidate can’t be reduced to only a set of skills. The human aspect is of crucial importance and every future-proof company should take that into account.’
More tips for employers? You’ll find them here!
After Sales Quality Engineer - Electric motors
Délégué(e) Commercial(e) pour Logiciels de Radiologie