Finding the right person for the job can be like searching for a needle in a haystack. Therefore, it’s important to conduct at least a few rounds of interviews, so you can learn as much as possible about your top candidates.
Depending on the number of people you interview, this can be very time-consuming, but you can never be too careful when choosing a new team member. You can also seek hiring help in Las Vegas, if you don’t have the bandwidth to commit to the process right now.
Whether you handle hiring internally or work with a staffing firm, it’s important to understand what goes on during the different rounds of the interview process. Some jobs at your company will likely require more rounds of interviews to fill than others, so here’s an overview to help you gauge the amount you’ll need.
A Look at the Different Rounds of Interviews
A great choice for an initial conversation, a phone screening gives you the chance to eliminate candidates who are clearly wrong for the job. The call will likely be shorter than an in-person interview and can be conducted from anywhere, so it saves both you and the candidate time. This is your opportunity to address any concerns you have about the candidate, so you can determine if they meet your criteria to move on to the next round.
After you’ve deemed a candidate promising, inviting them for an in-person interview will help you learn more about them. You’ll want to ask more in-depth behavioral questions, gauge their personality and assess other contributing factors — i.e., their punctuality, how they’re dressed, their body language — to determine their fit.
The hiring manager should always be present in a first-round interview, and it’s not uncommon for an HR rep to also participate in the meeting. If the job is an entry-level position, this might be the only interview you need to make a hiring decision.
When you’re interviewing several promising candidates or working to fill a mid-level role, you might need two in-person interviews to feel confident in your choice. Typically, you would involve more team members in this interview — i.e., those who will be working directly with the new hire — because input from a variety of people can help you make the best choice.
In most cases, a third interview is only used when hiring an executive-level employee. Since this type of job holds a lot of weight, meeting with your top candidates several times is wise, so you can learn as much about them as possible. You’ll likely want them to talk with other executives and maybe even spend the day getting to know your company to help envision their fit.
Hire the Best Person for the Job
Finding the right candidate for your team is hard work, so allow the hiring experts at PrideStaff Las Vegas to assist. We won’t stop searching until we’ve found a hire you’re truly excited about, so contact us today to discuss a partnership!