The many layers of interviewing: Unfold the process with EasyHire.me

You are using EasyHire’s interview platform to interview new candidates. You are consistently going through each question, listening intently to each answer, and carefully rating responses. But what are you actually listening for? How do you take subjective answers and make them objective, allowing you to compare apples to apples? 

Let’s investigate what employers are thinking when candidates are answering questions and how EasyHire can help incorporate these concepts in their interview process in a structured and objective manner.

1. Likeability. Do I like this person? Will they get along with the rest of the team? Can I spend 8+ hours a day with them? What is the cultural fit? By including “cultural fit” and/or “likability” as measures on the scorecard, employers can rate candidates on a 5-star rating system.
2. Genuineness. Is this person who they say they are? Do their experiences and language seem congruent with their application? Does the candidate genuinely want to work here? Can I trust this person? Ask in your interview process “Why do you want to work at Company X?” Genuineness can be measured from the candidate’s answer.
3. Competency. Can the person do the job for which they are applying? Do they reference skills and knowledge relevant to the position? EasyHire.me allows employers to internally list skills, knowledge, and other competencies to be rated for each candidate in the platform, allowing for easy comparison of candidates.
4. Positivity. Does the candidate seem to have a positive outlook? Do they speak poorly of their previous position or supervisors? When speaking of situations that didn’t go well, does the candidate focus on the negatives or do they express the things they learned to improve for next time? Include “positivity” as a measure or ask questions that get to the heart of a candidate’s outlook.
5. Uniqueness. Is this candidate memorable (for the right reasons!)? Would they bring something new and different to the company? Are they better than the rest and stand out as someone you want on your team? Simply asking “tell me what makes you unique” or “why should we pick you out of all the other candidates” can yield some telling results related to uniqueness. Additionally, the way a candidate presents themselves, their variety of experiences, and how they tell a story might give them a 5-star rating in the “uniqueness” measure.
6. Employer knowledge. Did the candidate spend the time to get to know the company and what they are about? Do they know the job description well and understand how they will contribute in the position? Do they reference company projects and initiatives while relating their skills? Including “employer research” as a measure can help employers compare candidates who took a cursory look at the website against those who really spent some time understanding what the company is about.

Although objective answers to questions in an interview are very important, subjective concepts, such as genuineness and uniqueness cannot be forgotten. Let EasyHire help you navigate both objective and subjective scores and find the best candidate for the position.