Is there a need for you to hire quality candidates (for a position) in your company? You can make an impact if you carefully manage an interview.
A job interview is part of a series of employment test that involves a conversation between a job applicant and representative of the employing organization. Interviews are one of the most popularly used devices for employee selection.
Here a few steps to conduct an interview:
Prepare by conducting a “job analysis”
Know what you are after. If possible, ask the employees or their supervisors what factors contribute to being a good candidate for the job. Make sure that you take not of this.
Prepare sequenced questions in advance.
An interview format in which all job candidates are asked with same specific questions, this further ensures that information obtained from candidates is relevant and comprehensive. Asking uniform questions makes candidate responses more directly comparable. Here’s a guide to some type of questions that can be asked:
These are general and common questions clarifying information listed on the candidate’s resume.
Questions that are situational, asking the candidate what he or she will do if placed in a “certain situation”. This can help the interviewer gauge the candidate’s ability to manage future situations and its attitude.
These questions intentionally put the candidate in a stressful situation. Observing how the candidate reacts to stressful confrontation, which can be a determinant factor in the selection of customer service representatives and security officers.
By asking the right questions and properly preparing, job interviewers increase their chances of finding the right candidate.
Always ask follow up questions.
The most revealing answers usually come from follow-up questions. Listen to the initial answer, then ask why, or when, or how a situation turned out. These questions can also confirm some important information you need to know. Aside from that, the questions are unpredictable so as the answers are unstructured. Make the interview a conversation, not an interrogation.
Focus on the interview during the interview.
Candidates should only be solicited to ask questions after the conclusion of the interview, allowing engagement on a more personal level. Experts recommend and evidence suggests that soliciting candidates to ask questions too soon reduces the interview’s reliability. So in dealing with questions coming from the candidate right in the middle of a conversation should be handled right after the interviewer closed the interview.
Ensure the interview isn’t too short or too long.
It is generally best to limit the number of interview questions since it is important that all candidates get the same opportunity to answer the same questions.
Formulate a rating system.
Set a certain standard whether this candidate passed or for consideration. Your rating system can be in numbers, just enough for other personnel to understand why you are considering this candidate or not. At the same time, it avoids inexperienced interviewee to rely on first impression.
Job interviews can be formal or informal but the impression you will be showing the candidate will determine his or her willingness to accept job offers once accepted. So better be ready or regret. In the end, what is important is you are flexible. Interviews needs to be spontaneous.