Recruiting and hiring can be very time consuming processes for any company. Here are some tips from Blitz to make them go as smoothly as possible and save your company valuable time and money by applicant tracking.

1. Make an outline or “game plan” of questions you want to ask in the interview and how you want to step through it.

This will maintain order and ensure that all interviews are conducted equally.

2. Know your candidates before they are sitting across from you.

An applicant has most likely researched both you and your company in order to prepare for the interview. Get to know the applicant on paper (their resume) so you are just as prepared for the interview as they are and the interview will flow much better, saving you time and allowing you to get to the important questions.

 3. Relaxed candidates are more likely to open up.

Applicant Management

A case where someone might be a little too relaxed.

Even the most confident applicants can be a little stressed or nervous as the result of the interview will likely have a major impact on their futures. Do your best to make them comfortable, perhaps by offering them something to drink, and you will catch a better glimpse of who they are on a daily basis.

 4. Past performance is the best predictor of future performance.

Ask questions about the applicant’s past actions and experiences when faced with a scenario involving responsibilities they will have at your company.

5. Ask a few creative analysis questions.

Not everybody loves them, but they offer valuable insight into a candidate’s critical thinking and problem solving skills. Microsoft asks the question, “Suppose that I have a closet with a base area of 4 ft by 8 ft, and a height of 10 ft, and that the closet is completely filled with quarters. Now I take out that closetful of quarters and stack them atop each other, one by one. Will the resulting stack be higher, lower, or about the same height as the Empire State Building?” Now does the applicant just respond, “I don’t know, that’s a lot of quarters” or do they quickly rattle off the height of the Empire State Building, make an estimate that that the diameter of a quarter is about an inch, conclude that hexagonal circle packing is the most efficient way to pack the stacks, do some calculations, and respond that the stack of quarters is taller than 30 Empire State Buildings (or at least make a valiant effort).

6. An interview is not a one-way street.

Allow the applicant to ask you questions to get a better sense of the company and what goals you have.

7. Remain focused on the task at hand, which is hiring the best possible person for the job.

A little friendly chit chat can be acceptable to get a vibe of how the candidate could affect the synergy of your work force, but the fact that you have a common interest in a certain sports team should not give that candidate any competitive advantage over the next (for fairness and the good of your company).

 8. Make sure to follow up with all candidates.

It is not only the right thing to do, but in the “Age Where Social Media Rules the World,” one person’s negative opinion of how you handle your company can quickly spread to thousands and have potentially serious adverse effects on the success of your company. Try Blitz Applicant Tracking to ensure that you stay on top of the hiring process by storing all candidates in one place that allows you to manage and rank applicants, schedule meetings and reminders, send e-mails, and stay organized. It is customizable and tailored to meet all of your needs. To see how it looks in action, check out our blog post on Using Blitz Hiring Software to Find the Best Candidate.