New Interview Techniques

As a hiring manager or HR professional, you know the importance of conducting effective job interviews to identify the best candidates for your organization. However, traditional interview methods can sometimes feel stale and unengaging, leaving both you and the candidates feeling unfulfilled. That’s where new interview techniques come in.

Here are new interview techniques that you can consider incorporating into your hiring process: The “Tell Me About a Time” method. The “Case Study” approach. The “Star” method: This technique involves asking candidates to describe a specific situation, task, action, and result (STAR) in their experience.The “Behavioral Event Interview” (BEI): This technique involves asking candidates to describe specific events or situations from their past and how they responded to them. The “Work Sample” test: This technique involves giving candidates a small task or project to complete during the interview process.

Technique #1: The “Tell Me About a Time” method

The “Tell Me About a Time” method is a tried-and-true technique for getting a sense of a candidate’s problem-solving skills and real-life experience. By asking candidates to describe a specific instance in which they faced a challenge or problem and how they overcame it, you can get a sense of how they approach and solve problems in the workplace. This technique is particularly useful for roles that require strong problem-solving skills or involve a lot of decision-making.

How to Use the “Tell me about a Time” Method?

To use this technique effectively, it’s important to ask open-ended questions and give candidates plenty of room to share their experiences. Some examples of questions you could ask using the “Tell Me About a Time” method include:

Can you tell me about a time when you had to make a difficult decision in the workplace?
Can you describe a situation in which you had to come up with a creative solution to a problem?
Can you share an instance in which you had to handle a difficult customer or client?

By asking questions like these, you can get a sense of how candidates think on their feet and approach challenges in the workplace. This technique can be particularly useful for entry-level or junior roles, as it allows you to get a sense of how candidates have handled real-life situations in the past.

Technique #2: The “Case Study” approach

Technique #2: The “Case Study” approach is a powerful tool for assessing a candidate’s analytical and critical thinking skills. This technique involves presenting candidates with a hypothetical business problem or scenario and asking them to analyze and come up with a solution. This can be a great way to see how candidates approach complex problems and how they would approach challenges they may encounter in the role they are applying for.

How To Use The ”Case Study” Approach?

To use this technique effectively, it’s important to present a clear and well-defined case study that provides enough information for candidates to work with, but also leaves room for them to come up with their ideas and solutions. You can also consider providing candidates with additional resources or data to work with, such as market research or industry statistics.

Some examples of questions you could ask include:

How would you approach this problem?
What factors would you consider when coming up with a solution?
Can you provide an example of a similar problem you have encountered in the past and how you solved it?

By asking questions like these, you can get a sense of how candidates think through complex problems and how they would approach challenges they may encounter in the role they are applying for. This technique can be particularly useful for more senior roles or roles that require strong analytical skills.

Technique #3: The “Star” method

The “Star” method is a structured technique for asking candidates about their past experiences and accomplishments. This method involves asking candidates to describe a specific situation, task, action, and result (STAR) in their experience. This helps candidates to structure and communicate their achievements clearly and concisely and allows you to get a sense of how they approach tasks and challenges in the workplace.

To use the “Star” method effectively,

it’s important to ask open-ended questions and give candidates plenty of room to share their experiences. Some examples of questions you could ask using the “Star” method include:

Can you describe a situation in which you had to lead a team or project?
Can you share an instance in which you had to make a difficult decision?
Can you tell me about a time when you had to overcome a challenge or obstacle in the workplace?

By asking questions like these, you can get a sense of how candidates have approached tasks and challenges in the past and how they have achieved success in their careers. This technique can be particularly useful for roles that require strong leadership or problem-solving skills.

Technique #4: The “Behavioral Event Interview” (BEI)

The “Behavioral Event Interview” (BEI) is a technique that involves asking candidates to describe specific events or situations from their past and how they responded to them. This technique is based on the idea that past behavior is the best predictor of future behavior, and can be a useful tool for assessing how well a candidate is likely to perform in the role they are applying for.

To use the BEI effectively

it’s important to ask open-ended questions and give candidates plenty of room to share their experiences. Some examples of questions you could ask using the BEI include:

Can you describe a situation in which you had to handle a difficult customer or client?
Can you tell me about a time when you had to work under tight deadlines or constraints?
Can you share an instance in which you had to make a difficult decision or take on a leadership role?

By asking questions like these, you can get a sense of how candidates have handled real-life situations in the past and how they are likely to handle similar situations in the future. This technique can be particularly useful for roles that require strong customer service or decision-making skills.

Technique #5: The “Work Sample” Test

The “Work Sample” test is a technique that involves giving candidates a small task or project to complete as part of the interview process. This can be a useful tool for assessing a candidate’s technical skills or aptitude for certain tasks and allows candidates to showcase their abilities in a more hands-on manner.

To use the “Work Sample” test effectively

it’s important to clearly define the task or project that candidates will be asked to complete, as well as any guidelines or resources that they will have access to. You should also provide candidates with enough time to complete the task and consider giving them the option to complete it remotely or in a quiet, distraction-free space.

When evaluating candidates’ work samples, be sure to consider both the final product and the process they used to complete the task.

Some questions you could ask yourself when evaluating work samples include:

Does the final product meet the requirements and specifications provided?
How well did the candidate utilize any resources or guidelines provided?
Was the candidate able to complete the task within the allotted time frame?
How well did the candidate communicate their ideas and progress throughout the process?

By asking questions like these, you can get a sense of a candidate’s technical skills, ability to work independently, and communication abilities. This technique can be particularly useful for roles that require strong technical skills or the ability to complete tasks with a high level of attention to detail.

Technique #6 The “Critical Thinking” test

The “Critical Thinking” test is a technique that involves presenting candidates with a problem or scenario and asking them to evaluate and analyze the information provided. This can be a useful tool for assessing a candidate’s critical thinking and problem-solving skills and allows candidates to demonstrate their ability to think independently and make sound judgments.

To use the “Critical Thinking” test effectively

it’s important to present a clear and well-defined problem or scenario that provides enough information for candidates to work with, but also leaves room for them to come up with their ideas and solutions. You can also consider providing candidates with additional resources or data to work with, such as market research or industry statistics.

When evaluating candidates’ responses to the “Critical Thinking” test, be sure to consider the thought process and reasoning behind their answers.

Some Questions You Could Ask Yourself When Evaluating Responses Include:

Did the candidate clearly understand the problem or scenario presented?
Did the candidate identify and evaluate relevant information and consider multiple viewpoints?
Did the candidate demonstrate strong problem-solving skills and the ability to make sound judgments?

By asking questions like these, you can get a sense of a candidate’s critical thinking and problem-solving abilities, as well as their ability to think independently and make sound judgments. This technique can be particularly useful for roles that require strong analytical skills or the ability to make strategic decisions.

Technique #7: The “Role Play” exercise

The “Role Play” exercise is a technique that involves asking candidates to act out a scenario that they may encounter in the role they are applying for. This allows candidates to demonstrate their communication skills and ability to handle real-life situations and gives you a sense of how they would respond in a given situation.

To use the “Role Play” exercise effectively

it’s important to clearly define the scenario that candidates will be asked to act out, as well as any guidelines or resources they will have access to. You should also provide candidates with enough time to prepare and consider giving them the option to practice the scenario beforehand.

When evaluating candidates’ performances in the “Role Play” exercise, be sure to consider both their communication skills and their ability to handle the scenario presented.

Some questions you could ask yourself when evaluating performances include:

Did the candidate effectively communicate their ideas and thoughts?
Did the candidate demonstrate strong listening and problem-solving skills?
Did the candidate handle the scenario professionally and appropriately?

By asking questions like these, you can get a sense of a candidate’s communication skills and ability to handle real-life situations. This technique can be particularly useful for roles that require strong customer service or communication skills.

Technique #8: The “Group Interview” format

The “Group Interview” format is a technique that involves interviewing multiple candidates at the same time. This allows candidates to demonstrate their teamwork and collaboration skills, as well as their ability to stand out among their peers. It also gives you a sense of how candidates interact with others and how they may fit into your team.

To use the “Group Interview” format effectively,

it’s important to clearly define the format of the interview and any guidelines or resources that candidates will have access to. You should also provide candidates with enough time to prepare and consider giving them the option to practice working with others beforehand.

When evaluating candidates in the “Group Interview” format, be sure to consider both their contributions and their ability to work effectively with others.

Some questions you could ask yourself when evaluating candidates include:

Did the candidate effectively communicate their ideas and thoughts?
Did the candidate demonstrate strong listening and problem-solving skills?
Did the candidate positively contribute to the group dynamic?

By asking questions like these, you can get a sense of a candidate’s teamwork and collaboration skills, as well as their ability to stand out among their peers. This technique can be particularly useful for roles that require strong teamwork or collaboration skills.

Technique #9: The “Online Test” method

The “Online Test” method is a technique that involves administering a test or assessment to candidates online as part of the interview process. This can be a useful tool for assessing a candidate’s technical skills or aptitude for certain tasks and allows candidates to showcase their abilities in a more hands-on manner.

To use the “Online Test” method effectively,

It’s important to clearly define the test or assessment that candidates will be asked to complete, as well as any guidelines or resources they will have access to. You should also provide candidates with enough time to complete the test and consider giving them the option to complete it remotely or in a quiet, distraction-free space.

When evaluating candidates’ performance on the “Online Test,” be sure to consider both the final product and the process they used to complete the test.

Some questions you could ask yourself when evaluating test performance include:

Did the candidate demonstrate a strong understanding of the concepts or skills being tested?
Did the candidate utilize any resources or guidelines provided effectively?
Was the candidate able to complete the test within the allotted time frame?

By asking questions like these, you can get a sense of a candidate’s technical skills, ability to work independently, and attention to detail. This technique can be particularly useful for roles that require strong technical skills or the ability to complete tasks with a high level of accuracy.

Technique # 10: The “Unstructured Interview” approach

The “Unstructured Interview” approach is a technique that involves interviewing without a predetermined set of questions or structure. This allows candidates to demonstrate their ability to think on their feet and respond to unexpected questions, and gives you a sense of how they approach tasks and challenges in the workplace.

To use the “Unstructured Interview” approach effectively,

it’s important to provide candidates with a clear understanding of the role they are applying for and any expectations or requirements they will be expected to meet. You should also allow candidates to ask questions and clarify any uncertainties they may have.

When evaluating candidates in the “Unstructured Interview” format, be sure to consider their ability to think on their feet and respond to unexpected questions.

Some questions you could ask yourself when evaluating candidates include:

Did the candidate demonstrate strong communication skills?
Did the candidate effectively address any concerns or uncertainties they had about the role or company?
Did the candidate demonstrate strong problem-solving skills and the ability to think on their feet?

By asking questions like these, you can get a sense of a candidate’s communication skills and ability to think on their feet. This technique can be particularly useful for roles that require strong customer service or communication skills, or for candidates who may be expected to handle unexpected challenges in the role, they are applying for.

Conclusion

Now We’ve learnt about ‘New Interview Techniques’, It’s important to remember that no single technique is a perfect fit for every role or every candidate. It’s important to consider the specific needs and requirements of the role you are hiring for, as well as the strengths and weaknesses of individual candidates when selecting which techniques to use. By using a variety of techniques and providing clear feedback and guidance to candidates throughout the process, you can get a well-rounded view of a candidate’s skills and experience and make informed hiring decisions.

New Interview Techniques

New Interview Techniques