When a critical job in your business becomes available, you want to evaluate the interviewee and fill it as soon as possible with the best candidate you can find. You create a comprehensive job description, look for the best resumes, review LinkedIn profiles, and finally limit your selection down to the top prospects.

However, when you prepare to interview these potential workers, it is critical to go beyond each candidate’s technical talents. When it comes to selecting the perfect individual for the position, those so-called “hard talents” are only half of the story.

The phrase “soft talents” refers to a collection of more difficult to quantify personal traits and social attributes that contribute to a good employee. Many individuals have the appropriate degrees, abilities, and expertise to accomplish a job, but once employed, they may turn out to be completely unsuitable for the roles for which they were hired. Some of these recruits who appear to be so promising on paper may be uninspired, dishonest, or simply difficult to get along with.

While hard skills may be taught to an employee, soft skills are more of an inherent aspect of a person’s character and are harder to learn on the job. If you’re seeking to hire a new employee, there are a few essential characteristics to look for while interviewing prospects.

You can find out who will match the role and your company culture on all levels by carefully framing your questions and listening for specific sorts of attitudes and replies.

Here are the 10 ways how HR evaluate an interviewee

1) Evaluate Interviewee by Testing his/her Communication Skills

The streak of HR interview questions never ends without a few questions related to communication skill evaluation.

As per a study conducted by the research and consultancy firm Millennial Branding, 98 percent of employers believe that good communication skills are crucial for job prospects. By the time you get for the interview, you will have a good idea of some of the candidate’s communication abilities.

For example, you’ve most likely correspond via email, visited the candidate’s social media profiles, and maybe spoken on the phone or via Skype. Take note of the candidate’s attention to detail in these many modes of communication.

Now that you’ll be meeting in person, it’s time to ask some open-ended questions. This will bring you a good sense of how all these individuals will connect with others on the job.

Open-ended questions are an excellent approach to assess communication abilities. You might start with a wide ice-breaker question like, “Tell me about yourself” or “Tell me why you think you’re a good fit for this position.”

Look for essential communication traits such as eye contact and an open body posture with extended arms and legs, as well as a forward-leaning stance when your applicant answers. Next, you may examine the candidate’s communication abilities further by asking the following questions: Describe an instance when you had a disagreement with a boss and what you did to settle it.

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2) Evaluating Teamwork & Cooperation Capabilities

When making a recruiting choice, evaluate interviewees concerning how they will fit in with the rest of your team. Of course, the applicant will work independently at times, but you will also want to ensure that she can collaborate well with your team on projects when appropriate.

One method for determining this competence is to ask, “Tell me about a time when you finished a collaborative assignment at your prior job.” If required, ask follow-up questions regarding the size of the group, your candidate’s duties, and the scope of the project. Also, inquire whether or not the project was a success and why or why not.

Another approach to assess a candidate’s ability to collaborate is to question, “When do you like to work in a group environment, and when do you prefer to manage a project independently?”

3) Positive Attitude

If you’ve got sharp interview techniques, then you might be knowing the importance of evaluating the positive attitude of the interviewee.

A good attitude is directly related to business professionalism. Even whether you are hiring for an entry-level role or a volunteer position, you want someone who is enthusiastic about working for your company. When a candidate is excited about a job, it shows in the workplace and on the job.

HR interview questions to ask: How does this role fit with your long-term professional goals? While you evaluate interviewee, the candidate’s reaction will show how much he understands the firm and its culture, as well as whether he sees a position with your organization as a stepping stone or a significant career.

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4) Evaluate Interviewee on the Grounds of Flexibility

Flexibility is the crucial capacity to adjust to diverse situations and people, as well as to manage unexpected occurrences with calm and grace. Companies that were able to survive and even prosper during the last economic slump did so because they were adaptable. They may have reduced one part of their business while increasing another.

Customers can abandon you for your competitor’s goods or services with the click of a mouse in today’s global market. As a result, adaptability is more important than ever.

Ask your applicant to explain a circumstance in which he had to adjust to developments over which he had no control.

5) Goal-Oriented

A strong employee views this new role as a challenge. You will receive the best work performance from someone who sees the new job as a means to an end rather than a means to a salary or another item on a résumé.

When you evaluate interviewee, ask your prospects a few easy questions to determine their goal-oriented, such as:

  • Describe your short-term and long-term professional objectives.
  • How do you evaluate your own accomplishments?
  • Tell me about your previous work and how it fit or did not fit into this strategy.
  • How would this position help you advance your career?

Another approach to learn about a candidate’s professional objectives is to ask, “Where do you see yourself in five years?” The answer to this question will indicate not only if the candidate plans to continue with your business but also how much he or she already knows about it.

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6) Dependability

Every interviewer’s objective is to hire a dependable employee. You want a candidate that will come up on time and give his or her best to every project. You’re looking for someone who follows your organization’s policies and processes and is trustworthy with corporate resources.

Trustworthiness is a crucial soft talent, but it is tough to assess in an interview. What you’re searching for in a candidate is evidence of reliability in a previous performance. An inquiry about reliability might begin with: How would you define your work ethic?

After that, ask the applicant to describe a circumstance in which she had to go above and beyond the call of duty to complete a task. If required, get clarity on the candidate’s work duties at the time this occurrence happened.

7) Creativity

Creativity is the ultra-crucial quality to check when you evaluate interviewee, and it depends upon your interview techniques how you figure out the creativity level of the interviewee.

The terms “thinking outside the box” and “drawing outside the lines” have become meaningless cliches, but the ability to think creatively is a highly desired soft talent in today’s employment market.

Managers need adaptable team members who can use their talents in a range of circumstances and solve unforeseen challenges with ease and confidence. Here’s an example of a question to assess your candidate’s creativity:

Begin by mentioning how your business is constantly striving to accomplish more – sometimes with less. Then, ask the applicant to tell you about a moment when he or she assisted a recent project or helped it become quicker, wiser, more efficient, or less expensive.

This question will pique the interest of strong job prospects, who will be ready to offer their innovative ideas. Another approach is to ask applicants to describe a moment when they had to tackle a difficult challenge at work. Request as much information as possible, including project timelines and budget.

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8) Organization

A good job applicant is one who has great organizational abilities and is exceptional at time management, regardless of the service or product your business provides. he/she will express the same in a job interview.

Although our society has long admired the notion of multitasking, a new study shows that completing many activities at once does not imply doing them successfully.

For example, a 2005 study done by the Institute of Psychiatry at the University of London discovered that workers who are distracted by emails and phone calls had an IQ drop that is more than double that of marijuana smokers. When you attempt to complete two distinct activities, such as sending an email and listening to a presentation, your brain is unable to comprehend both and properly encode them into your short-term memory.

When information is not stored in short-term memory, it cannot be transferred to long-term memory for subsequent recollection.

Another study conducted by researchers at the University of California, Irvine. They discovered that office workers needed an average of 25 minutes to recover from interruptions such as receiving phone calls or responding to emails before returning to their original activity. According to a 2007 New York Times story, excessive multitasking costs the American economy $650 billion in lost time and production each year.

Here are some HR interview questions to assess a job candidate’s organizing abilities when you evaluate interviewee:

  • On a typical weekday, how do you prioritize your tasks?
  • What measures do you take to get organized before starting a new project?
  • What actions have you taken (or would you take) when it looks that a project will not meet its deadline?

9) Integrity

Integrity goes hand in hand with reliability, and that’s worth keeping in mind while you evaluate interviewee. Companies, contrary to popular belief, seek to recruit people who do business ethically.

Employees that are honest and transparent in all facets of their job are the best. Aside from thoroughly examining the candidate’s references, how can you determine the applicant’s integrity? Here are some HR interview questions to consider:

  • What would you do if your boss or a coworker asked you to do something unethical?
  • Tell us about a time at work when your integrity was called into question. How did you deal with it?
  • Is there ever a time when being honest at work is inappropriate?
  • Have you ever had a career setback or loss as a result of doing what you thought was right?

10) Intelligence

What comes inside your mind whenever you think about intelligence? Do you have a high SAT or IQ? Someone who reads a lot? Someone who is fluent in multiple languages? Intelligence definitely needs to be evaluated in a job interview.

Suppose you’re presented with a stack of resumes from numerous eligible candidates for your position. How do you decide who has the intellect for the job ? That intelligence – that indefinable capacity to make sense of a difficult job, to figure out the next step after a project has gone away, or to soothe an upset customer – is priceless.

A clever employee is able to think on his/her feet and never gets bored since she is constantly coming up with new ideas, and he/she is capable of handling difficult circumstances when necessary. A clever employee is creative and adaptive to changing environments.

Here are some questions to ask when you evaluate interviewee to see whether a job prospect has the degree of thinking required by your firm and is not simply adept in a certain job skill.

  • What drives you to do your best at work?
  • Share how you will be able to contribute based on all you know about this firm.
  • In your role, how will you continue to grow and learn?
  • What irritates you at work?

Make time at the end of your interview to ask the job prospect if he or she has any questions.

A few final thoughts:

You can’t evaluate interviewees perfectly without writing notes for your own understanding and memory.To begin with, especially if you are interviewing a large number of prospects, your memory might fail you, and taking notes will help you keep your thoughts straight. Taking notes during an interview communicates a sense of professionalism and thoroughness regarding the entire process.

Furthermore, adaptability is important not just for the candidate but also for the interviewer. If a candidate provides you with any confusing or partial replies – or just plain fascinating ones – ask suitable follow-up questions to explain everything you don’t understand.

While it is beneficial to have your questions prepared ahead of time, it may be necessary to depart from the script if you believe it would assist you in learning more about a possible employee.

Are you still not close to your decision? Conduct a second interview. You may invite additional members of your team to this meeting. Include important persons who will have an effect on the hiring choice. Provide them with enough information so that they understand their position in the interview if there’s an upcoming one.

End the interview, whether it is the first or second encounter, by informing the applicant of the following steps. Give them a time-frame for your choice, and stick to it.