Assessing an Applicant in an Online interview
When a recruitment consultant assesses an applicant during an online interview, the process should be structured and thorough, ensuring a comprehensive evaluation of the candidate’s suitability for the role. The assessment focuses on multiple areas, including the candidate’s technical skills, cultural fit, communication abilities, and overall professionalism. Here’s a detailed step-by-step approach a recruitment consultant should follow:
Preparation Before the Interview
- Understand the Job Description – Thoroughly review the job requirements, including key responsibilities, required skills, and qualifications. This will help tailor your questions to assess the candidate’s fit for the role.
- Understand the Employer’s Expectations – Clarify with the employer any specific traits or experiences they are looking for in an ideal candidate. This could include particular skills, a certain work ethic, or alignment with company culture.
- Prepare a Structured Interview Guide – Develop a list of questions based on the job role. Include both technical and behavioral questions to gauge the candidate’s expertise, problem-solving abilities, and interpersonal skills. The guide should cover:
o Experience and qualifications.
o Role-specific technical skills.
o Soft skills such as communication and teamwork.
o Situational and competency-based questions to assess how they handle challenges.
Evaluating Technical Competence
- Role-Specific Knowledge – Ask direct questions to test the candidate’s expertise in the required technical areas. For example:
o “Can you explain how you handled [specific task related to the job] in your previous role?”
o “What tools or systems do you use to accomplish [a key job function]?”
- Problem-Solving Skills – Present a real-life scenario or a problem related to the job. Evaluate their ability to think critically and provide a practical solution. For example:
o “How would you address [specific challenge] in this role?”
- Certifications and Tools – Confirm that the candidate has the necessary certifications or proficiency in any industry-standard tools or software required for the role. If a technical test is part of the interview process, explain this in advance and assess their performance objectively.
- Ability to Learn – If the candidate doesn’t know a specific technical answer, evaluate their willingness to learn and adapt by asking:
o “How would you approach learning a new tool or process that you are unfamiliar with?”
Assessing Soft Skills and Interpersonal Qualities
- Communication Skills – Pay attention to how well the candidate articulates their thoughts. Clear, concise, and confident communication is essential, particularly if the role involves client interaction or teamwork.
o Assess both verbal and written communication skills, if applicable (especially in roles requiring report writing or presentations).
- Active Listening – Evaluate whether the candidate listens carefully to your questions before answering. Do they take time to understand the question, or do they interrupt or give generic responses?
- Adaptability and Flexibility – Ask situational questions that reveal how the candidate adapts to change or handles unexpected challenges.
o “Tell me about a time when you had to quickly adapt to a change at work. How did you handle it?”
- Teamwork and Collaboration – Probe into the candidate’s ability to work effectively within a team.
o “Can you describe a situation where you had to collaborate with a difficult team member? How did you resolve any conflicts?”
Assessing Cultural Fit
- Understanding of Company Culture – Ask the candidate what they know about the company’s culture and how they see themselves fitting in. This will show if they’ve done research and if they align with the company’s values and work environment.
o “What attracted you to this company?”
o “How do you align with our company’s mission and values?”
- Behavioural and Personality Assessment – Use competency-based questions to assess how their behaviour aligns with the company’s working style and team dynamics.
o “Describe a situation where you had to take on a leadership role unexpectedly. How did you approach it?”
- Cultural Adaptability – For roles that require interaction with diverse teams or cross-functional departments, ask how the candidate has managed relationships with colleagues from different backgrounds or departments.
Analysing Motivation and Career Goals
- Long-Term Aspirations – Ask about the candidate’s long-term career goals to assess their ambitions and whether the role aligns with their personal and professional growth.
o “Where do you see yourself in five years?”
o “How does this position fit into your career path?”
- Interest in the Role – Gauge their enthusiasm for the position by asking why they applied and what excites them about the role and the company.
o “What interests you the most about this opportunity?”
- Work Ethic and Drive – Look for signs of motivation and initiative by asking about past projects where the candidate went above and beyond.
o “Can you give an example of a project where you exceeded expectations or took initiative?”
Evaluating Problem-Solving and Critical Thinking
- Scenario-Based Questions – Use hypothetical or real-world scenarios to assess the candidate’s decision-making and problem-solving skills. Look for logical, structured answers and a clear thought process.
o “How would you handle a situation where you’re faced with competing deadlines from multiple stakeholders?”
o “If you encountered [specific challenge], how would you resolve it?”
- Critical Thinking – Encourage the candidate to explain the rationale behind their decisions or actions in previous roles.
o “Tell me about a time when you had to make a critical decision with limited information. How did you approach it?”
Judging Professionalism and Attitude
- Punctuality and Preparedness – Assess whether the candidate was on time for the interview and had their technology in order (e.g., tested their video and audio beforehand). This shows their level of preparation and attention to detail.
- Attitude Toward Feedback – Ask about times when they received constructive criticism and how they handled it.
o “Can you share an instance when you received feedback from a manager? How did you respond?”
- Positive Attitude – Evaluate whether the candidate remains positive when discussing previous roles or challenges. Negative or defensive responses to questions about past employers could be a red flag.
Body Language and Non-Verbal Communication
- Eye Contact – In an online interview, eye contact translates to looking at the camera. Check if the candidate makes an effort to engage visually, indicating confidence and focus.
- Posture and Presentation – Assess their posture and overall presentation. Are they sitting up straight, and do they seem engaged? How do they handle distractions or interruptions during the call?
- Facial Expressions and Energy Levels – Observe their facial expressions and energy throughout the interview. Are they showing enthusiasm or interest in the conversation?
Use a Rating or Scoring System
- Create a Scoring System – Use a scoring matrix to rate the candidate on key attributes such as technical expertise, communication, cultural fit, and problem-solving skills. This can help you objectively compare candidates later.
- Examples of Rating Criteria
o Technical Skills – Rate from 1-5 based on role-specific questions.
o Communication – Rate based on clarity, articulation, and listening skills.
o Cultural Fit – Evaluate based on their understanding of the company’s values and how well they align.
o Professionalism – Assess punctuality, preparedness, and overall demeanour.
o Problem-Solving Ability – Rate their responses to scenario-based questions.
Follow-Up Questions
- If there are any gaps in the candidate’s responses or unclear answers, ask follow-up questions for clarification. This helps you get a deeper understanding of their capabilities and how they approach problem-solving.
o “Can you elaborate on how you handled [specific situation]?”
o “You mentioned that you led a team project. What was your role in ensuring its success?”
Provide a Fair & Balanced Assessment
- Avoid Bias – Be mindful of unconscious bias during the interview. Evaluate the candidate based on their responses and qualifications, not on personal preferences or assumptions.
- Balance Strengths & Weaknesses – Consider both the strengths and weaknesses of the candidate. A candidate may excel in technical areas but may need development in other areas, such as soft skills. Weigh these factors based on the job’s priorities.
Concluding the Interview
- Provide a Positive Closing – End the interview on a positive note, thanking the candidate for their time and letting them know when they can expect feedback or the next steps in the process.
- Take Comprehensive Notes – After the interview, take detailed notes while the conversation is still fresh in your mind. This ensures you capture key details that can help when discussing the candidate with the employer or comparing them to other candidates.
As a recruitment consultant, assessing a candidate during an online interview involves a careful balance of technical evaluation, cultural fit, communication skills, and overall professionalism. By preparing thoroughly, using structured questions, and keeping the job requirements in mind, you can ensure a fair and comprehensive evaluation that will help match the best candidates with the right roles.
For more information contact
jameshickman@searchmarkets.com
www.searchmarkets.services
