Finding the right candidate to join your team or organisation is an important decision that can make or break workplace dynamics.
To help you make the best choice, we've put together a list of 10 valuable questions to ask yourself when hiring for your next psychology role.
Are they team players?
Collaboration and communication are essential for jobs in psychology.
Ask the candidate about their previous experiences, preferred working style and how they've resolved conflicts in the past to find out if they can work well within the team.
How enthusiastic are they?
Enthusiasm often translates into motivation, dedication and a willingness to go the extra mile.
Passion can also be a driving force behind outstanding work. Look for people who show enthusiasm for the role and organisation.
Assess problem-solving skills
To understand how the candidate fares, ask about their problem-solving approach and how they've handled difficult situations in their previous roles.
Someone who can think critically and come up with creative solutions can be a valuable asset to your team.
Are they adaptable?
Most fields, including psychology, are constantly evolving and someone’s ability to adapt to new technologies and research findings is important.
Ask the candidate to talk about a time when they had to adapt to changes as well as their approach to continuous learning.
Do they have supervisory or leadership skills?
Assess the candidate's leadership skills. This could include experience supervising others, providing constructive feedback and fostering professional growth within a team.
Although this is especially important for managerial roles, it can show the long-term growth potential for even new graduates.
Check technological ability
In today's digital age, technological proficiency is essential in psychology careers.
Ask about their familiarity with any relevant tech, for instance, electronic health records (EHR) systems and telehealth platforms in psychology and healthcare.
Assess cultural fit
Share and discuss your organisation's values, mission and work culture and ask the candidate how they see themselves fitting into the environment
For instance, if your organisation emphasises empathy and client-centred care, you can ask them to share their experiences that align with these values.
Evaluate communication skills
Although the level and amount of communication may vary for different roles, effective communication is essential.
For a psychology role, you can ask about the candidate's experience with delivering presentations, writing research papers or explaining complex concepts to clients.
You could also ask them to describe when they had to explain a complicated psychological idea to a non-specialist audience.
What are their long-term goals?
Candidates who see a clear path for growth and development within your team are more likely to be invested in their role.
Share the opportunities available and engage the candidate in a discussion about their long-term career goals. You can then see how they align with opportunities your organisation offers.
Did they ask great questions?
Pay attention to the questions the candidate asks during the interview. Thoughtful and probing inquiries show a candidate's engagement and genuine interest in the role and your organisation. For instance, a candidate for a psychology role may ask about your organisation's approach to evidence-based practice or ongoing research projects.
Find the perfect candidate for your job in psychology
By following these steps, you should be well on your way to finding a candidate that’s a great fit.
You can also read our tips on how to write the perfect job description and advice on interviewing candidates.
Find out how you can attract the best talent or email firstname.lastname@example.org to speak to the Jobs in Psychology advertising team.