Are you tired of interviewing and still not finding anyone good for the job? You’re not alone.
It’s frustrating to pour time and energy into interviews, only to feel like all the applicants are falling short. You might be asking yourself, “Why can’t I find anyone good?”
Bad Interviews, Good Employees?
Often, our perception of candidates is heavily influenced by their performance during the interview. But here’s the thing: Good employees might not always shine in an interview setting. If they’re great at their job, they probably haven’t had to interview very often – and that’s a good thing! They’re probably not practiced at presenting themselves in this way.
Consider the irony: if a candidate has been hoping from job to job every few months, they have a lot of practice interviewing. They know the tricks to impress you, but that doesn’t mean you should hire them.
On the other hand, someone who’s the right fit might be a little rough around the edges during the interview – nervous, with poor eye contact, or hesitant in their responses. That’s okay!
The reality is most people haven’t been trained to interview for blue collar positions. They’re not professional interviewers; they’re skilled tradespeople or laborers looking for a new opportunity.
Let’s face it, if you only interviewed people every few years, you’d be a little nervous too. It’s not something you do every day, so without scripts and processes the interview experience can be daunting.
Create a Comfortable Interview Experience
So how can you find the hidden gems?
Slow down your interview process. Understand that nerves can affect performance and that’s perfectly normal. Instead of rushing to judgment, take time to build rapport and get to know your candidates better. Ask them about their experiences, skills, and approach to work in a more relaxed setting. We’re not saying to kick off your shoes and grab a coffee, but you have to connect on a personal level. This will help you see past the initial nerves and uncover the potential a candidate brings.
Remember, you’re hiring for a role, not a professional interviewer. If the job doesn’t require a lot of speaking to panels or making presentations, it’s okay if the candidate isn’t the smoothest talker. Focus on their skills and experience and how they fit with the role you need to fill.
Discover Amazing Candidates
By taking a more empathetic and patient approach, you’ll discover some amazing candidates, who, while not the best interviewers, could be excellent employees. So, take a deep breath, slow down, and give your candidates the chance they deserve.
You might just find the right fit you’ve been searching for!
