{"id":161,"date":"2012-05-11T15:36:10","date_gmt":"2012-05-11T15:36:10","guid":{"rendered":"http:\/\/www.stratospherenetworks.com\/blog\/?p=161"},"modified":"2018-06-26T12:04:54","modified_gmt":"2018-06-26T17:04:54","slug":"change-to-interview-strategies-to-get-the-right-employees","status":"publish","type":"post","link":"https:\/\/www.stratospherenetworks.com\/blog\/change-to-interview-strategies-to-get-the-right-employees\/","title":{"rendered":"Change Your Interview Strategies to Get the Right Employees"},"content":{"rendered":"
\n

\"the<\/a>These days, whenever you post an open position on the Internet, hundreds of people reply. Many of these people are eligible candidates for the position, so you call them in for an interview. But how do you dig through them to find the truly impressive and passionate people? Since the interview is fundamentally all you can go on, your interview questions are essential.<\/p>\n

If you hold the conventional job interview, asking the same boring questions, chances are you won’t be able to tell the top applicants from the so-so ones. That’s why it is critical to craft a unique job interview strategy.<\/p>\n

Ask the Right Questions<\/strong><\/p>\n

A common approach to the job interview is to ask about past positions the person held. What their obligations were, etc. These are not the most beneficial questions as you only end up getting information that may be easily read from their resume. This doesn\u2019t help you much if you’re looking for specific characteristics. Think about asking them how they enhanced their positions, were there any processes that they changed, or ways in which they saved their company money.<\/p>\n

Another prevalent interview question is to ask about the individual\u2019s strengths and weaknesses. Most people have a canned response to this, as they know it might be asked in an interview. Instead have them tell you the things they add to the culture of a company, what do they do in stressful situations, or what are some ways they keep themselves satisfied at their jobs. These answers will clue you in to the personality of the person you are interviewing, and if they will fit in with your organization and the position.<\/p>\n

Another method you could use to gauge creativity is to give them a task to perform. Something simple, for instance have them write their ideas about what their ideal workplace<\/a> would be like. Or they could brainstorm products and services for a company of your choosing. You could keep it light and fun; the goal is to get a snapshot of their brainstorming<\/a> abilities, and imagination.<\/p>\n

In today\u2019s marketplace, employers have the benefit of choosing amongst many qualified people. So to be able to choose the very best, they need to alter the types of questions they ask in job interviews.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

These days, whenever you post an open position on the Internet, hundreds of people reply. Many of these people are eligible candidates for the position, so you call them in for an interview. 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