Author: Kris McPeak / Source: Lifehack
When I worked in Campus Housing – now more than five years ago, wow – I was often part of an annual interviewing experience known as Placement. The University of Wisconsin-Osh Kosh runs an amazing event every year (as do other professional associations). They turn the entire conference center into an interviewing cattle call.
And I just want to say that I mean that in the very best way.Colleges and Universities descend upon the campus with their interview teams and they spend about three days meeting every possible candidate they can for whatever positions are available. By the time the final social event rolls around and the placement teams get back in the mini-van or Uber to the airport, there are always about 20 candidates who have risen to the top. The candidates whom everyone wants to hire.
At one of my previous employers, we would have a debrief meeting before leaving the conference site. Each interview team would make a list of our list of top candidates. And since our Director did not believe in wasting time, he would vet those candidates at the conference site so our Assistant Director could make on campus interview invitations the following Monday.
I’m sure that corporate America has a similar type of placement event, especially large organizations who hire entry level staff right out of college. The top talent have been identified and now “everyone” will do what they can to attract those candidates.
This is probably similar to colleges pursuing high school athletes to play for them.
However you, the employer, are going about hiring good talent, there are specific interview questions that can be asked. According to Forbes Human Resources Council,
“The secret to attracting high-quality applicants is differentiating yourself from other industry players, and showing top talent how joining your company can help them reach their career goals.”
How to Hire the Elites by Asking the Best Interview Questions
Craft interview questions that will convey your message: your company is unique, cutting edge, and values their contributions.
Melissa Nelsen of Johnson Service Group shares specific things about what candidates are seeking in their next position. These include:[1]
- Stability
- Security
- Opportunity for Growth
- Vision
- Culture
- Benefits
- Innovation
With this in mind, here are some possible questions that employers can ask to attract top talent.
Stability
If we define job stability as the duration one perceives to keep his/her current job without external factors, then ask a question about your industry. Require your candidate to forecast something within the company or industry.
“Please describe five ways you expect this position to change over the next five years, taking into consideration company growth, industry advancement, and technology changes.”
Security
Job Security exists when Human Resources cannot just replace “me” with another person. “I” provide unique skills and talents that won’t necessarily be found in a new candidate.
It’s different from stability, where the job you have is stable in the company and industry, and you don’t worry about not…
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