Greetings,
Please form your questions accordingly:
- Ask an open-ended question on decision making, don't measure the answer, merely with the information provided , but the depth of understanding.
- Intertwine one difficult question with an easy one. Check, which question is the candidate more comfortable to answer.
- Press the candidate to speak on a controversial subject, such as what if the boss ask the candidate to bribe. Check the answer not just on ethics , but how wisely would he handle the situation.
- Add a tricky situation to the technical questions. The interviewees generally , tends to answer it with technical jargons, this would show the knowledge level, but expose the candidate's attempt to camouflage the level of understanding.
- Ask them to measure their growth through the roles they have delivered so far. Measure the candidate for the understanding of their weakness and capability to work through them. Boastings are no-brainer. Ingenuity is the mark of maturity.
- If you take pressure interviews to judge maturity level, please plan it well with enough bonding before and after the interview. Ensure there are no negative word of mouth about the interview. Generally, when candidates cant crack such an interview, they bad mouth about the interviewer and the organization. So re-wire that effectively. You have nothing against the candidate. Its just a screening process, so don't let it affect your effort to build a relationship with the talent.
At the end of the day, an interview is a opportunity to understand how well the candidate can fit your requirement. Measure the candidate, but don't forget to act as an ambassador to the talent market. You would need an effective word of mouth to get referrals.
You may consider the links attached to groom your interview skills:
Wish you all the best !
Regards,
(Cite Contribution)