Job Interview: Tips and Strategies for Successful Hiring

At many companies, the hiring process involves several steps. An initial meeting is followed by a selection interview. During this interview, the candidate’s skills and competencies are explored in greater depth. The goal is to provide as objective an assessment of candidates as possible, so that the most suitable candidate can be selected. In this article, you’ll learn more about conducting a selection interview.  

The Difference Between a Selection Interview and an Introductory Interview

A selection interview differs from an introductory interview in that more people from the company will be present, which means there’s a chance that certain points will be repeated. For example, in addition to the HR manager, the head of the department where the candidate will be working may also be present. Questions on specific topics are now probed more deeply, and real-world examples are discussed. While an HR manager primarily focuses on the person and their profile, a department head can delve more deeply into the substance. The candidate’s skills and knowledge are critically evaluated and tested, making it more difficult to “pass” the selection process.  

The STARR Method as an Interview Guide

However, maintaining objectivity is not always easy, which is why the STARR method is a tool used by many HR managers. It serves as a kind of interview guide aimed at assessing a candidate’s experience and knowledge. The HR manager asks questions about past events in which the candidate had to apply certain skills or knowledge. It is important to ask follow-up questions so that a clear picture can be painted of the situation and how the candidate would respond to it. STARR is an acronym for Situation, Task, Action, and Result (sometimes with an extra R for Reflection):

1. Situation - What is the situation or context?
2. Task—What was the task the candidate undertook?
3. Action—What actions did the candidate take?
4. Result—What was the response to this, and was the final result satisfactory?

 

Employment Terms During the Job Interview

An important point to mention during the job interview is the terms of employment. Although these are not discussed in detail, an indication of the terms will be provided. This also gives the candidate in question greater clarity. Selecting a suitable employee is no easy task. That’s why a thorough, focused interview is essential to understand exactly what you, as an employer, are dealing with, so you can get the most out of your staff!  

What happens after the selection interview?

The selection interview is normally the final interview, but this depends on the size of the company and the procedures it follows. Sometimes as many as 8 different interview stages are held to assess candidates, especially at large multinational corporations. For small and medium-sized businesses (SMBs/SMEs)—and often for larger companies as well-two interviews are usually the norm. It’s also becoming increasingly common to ask candidates to complete an assessment before they’re officially hired. This phase usually takes place after the job interview and applies only to the very best candidates (partly because it’s an expensive process). During such an assessment, the candidate’s competencies are tested based on situations that might arise in the job responsibilities. If, after the final interview, there are still two candidates remaining, they are often invited back together for a final interview.