Evaluate the candidate’s skills and achievements

Evaluate the candidate’s skills and achievements in relation to the job requirements. If the candidate has relevant skills and has achieved success in similar roles, they are more likely to be a good fit for the job.  you can look for candidate answers that follow the S-T-A-R method (situation, target, action, result)

Evaluate their Attitude

Evaluating a candidate’s attitude requires a thorough and structured approach that involves paying attention to nonverbal clues. Asking open-ended questions will give a space to structure the answers individually and provide you with more information. Listen to the candidate’s tone of voice: The tone of voice can also provide insights into a candidate’s attitude. A candidate with a positive attitude will likely speak with a confident and enthusiastic tone.

Read their body language

Focus more on the candidates behavior, posture, handshake, gestures.                                      Pay attention to eye contact: A candidate who maintains consistent eye contact is likely engaged and interested in the conversation. On the other hand, a candidate who avoids eye contact may be nervous or uninterested.

Facial expressions can reveal a lot about a candidate’s emotions. A candidate who smiles and shows enthusiasm may have a positive attitude, while a candidate with a blank or tense expression may be uncomfortable or stressed.

Always Look for congruence:

Body language should be consistent with what the candidate is saying. If a candidate is saying one thing but their body language suggests something different, there may be a lack of sincerity or honesty.

It’s important to note that body language is not always a reliable indicator of a candidate’s thoughts or feelings, as it can be influenced by many factors such as cultural differences, nervousness, or personal style. Therefore, it’s important to consider body language in combination with other factors such as the candidate’s responses to questions and overall demeanor.

Find out if They’re Passionate About something

Do you want to learn more about your candidates? Find out what their hobby or passion is. By talking about a topic that your candidate is comfortable with,  you will learn the real and natural reactions and see more of the true personality. 

Give Them a task or Problem to Solve

It is a good way to check how they set up a process and how they go about finding a solution. Remember that the result is not most important 

Pay Attention to the Questions They Ask

You candidates should be interested in your company and the position.                                      Are the questions insightful? Are they sincere? Are they opening a discussion about your company and the position itself? Are there follow up questions? 

All that are indicators of how interested your company candidats really are, listen carefully

Ask for other opinions

Ask for an opinion from every person that has somehow interacted with the candidates – all interview attendees or even someone who talked to candidates on the phone, scheduled meetings etc. By collecting feedback from many people you can make a more objective and better decision.

Make a summary 

There are 5 main questions you want to be able to answer before you offer a role to any candidate:

• Can the candidate do the job?
• Are they motivated to do the job?
• Is the candidate interested in learning new skills?
• Is the candidate coachable?
• Are they a fit for your team culture?

Hiring new employees can be both exciting and nerve-wracking at the same time—but by following these tips, you can rest assured that you have done everything possible in order to find that perfect candidate who fits both your job requirements as well as your company culture. With any luck, that ideal combination of talent, personality and [potential  will lead your business into future success! Good luck!