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How to do an Interview?

Written by

 
Rodolfo Egarter
Rodolfo is an architect with a solid tech background. Passionate about technology and helping others, his goal is to provide the best hiring experience for both candidates and companies, building meaningful relationships among communities.
November 11, 2021
interview

There are a few things that you need to get from an interview:

It is common for first-time recruiters or even experienced ones to be unsure about how to lead an interview, what to evaluate, the right tone of voice, what they are looking for to hear, and even more importantly, what they need to ask.

We are here to help!

In this article, I will briefly unveil the practical process of creating interviews on Pluo!

Basics of Personality

How is the communication, the clarity of their speech, how assertive this professional is on their storytelling? 

That will unveil the basics of their personality if it’s a shy person, a more expansive one if it’s someone that fails to elaborate a long answer or can do long speeches without any concern. 

For leadership, sales, and marketing positions, this first question of: “Tell me a little about yourself” is fundamental. Those are people who need excellent communication, and it’s pretty easy to spot someone who will do great in this field.

How they deal with challenges

Asking about the challenges they faced and how they dealt with them is a great way to understand the problem-solving process of each professional and how is their emotional intelligence.

Of course, that one will say: “Well, I just broke the printer in the head of my manager.”

But you can get a grasp of their understanding of how to deal with it. The shades of the soft skill are up to your perception during the interview.

What they consider to be good at

That is probably the most common thing asked during an interview, but are you looking for the right thing when asking about that?

At this question, you should look for information to check in the following steps. The goal here is to understand the candidate’s perception of skill-set.

If they refer to some aspect of the soft skills, you can hold that information and check it later to do your assessment. The same goes for hard skills; if a developer says he has excellent Python skills, you can check if that is true in the tech interview, making the full circle.

What they think that they need to improve

Also, a general question on interviews, but also usually unused correctly. It’s a complementary question for the one above, helping you assess the candidate’s perception, things they are unsure about themselves, and how you can help them reach their full potential.

How they learn from their mistakes

Learning from mistakes is a massive part of the development process of any professional. Understanding how they deal with it is excellent information for you to compare with your company’s culture.

Startups, for example, have an extremely fast-paced where mistakes happen constantly, and the team has to just learn from it and keep moving. Someone who has problems dealing with criticism, errors, or is just too perfectionist can slow down your team or cause disturbs in the company’s culture. Be aware of it.

How they keep themselves up to date

When talking about tech, we all know that everything changes all the time, and it’s very uncommon to stick to a tool for too long. That way, a great professional should keep up to date and have good resources to do so.

The way to keep up to date is personal as it relies on the individual learning process. But through this answer, you can grasp how to deal with this professional and if their learning matches what you can offer internally at your company.

What they are looking for in a new position

If you are moving companies, of course, you are not satisfied with what you have at the moment. And there is a chance that you have something specific in mind as a next step. Understanding what it would be is an essential part of the interview process.

Remember that the turn-over rates on tech are not something that we can dare to overlook. If the expectations are not aligned, you’re hiring a temporary professional without being aware of it.

My personal favorite question

I always ask for a candidate by the end of an interview a pretty simple question: There is something outside of your professional experience that you can teach me in under three minutes?

That is a great way to understand the interests of the professional, how they react to an unexpected situation, creativity, and the ability to express themselves outside of the conventional script of an interview. I always get some laughs and surprise gasps at this one, but there was not a single person who didn’t love to answer it.

Dare to be creative!

Remember that those candidates are also interviewing with a thousand other companies, probably answering the same questions over and over again. Try to understand what matters for your company and create an Ideal Professional Persona to build your interview questions around.

But remember to not fall for the unicorn hunting.

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