Interviewer in the process RecruitmentIt has a power that seems to be able to do the interview in any way. But the truth is not. If the interviewer does not know how to move the meeting, job applicants will run away and leave a unprofessional image of the company. In this article, we answer the question of how to arrange a good interview.
Imagine the manager of a department in your place of work and must be for Job position Sensive, get strength. You will make a list of applicants’ names, but you are looking for a person who gives you final confidence. According to the resumes received, all applicants have sufficient knowledge of technology and can play their best. But technical knowledge alone is not enough. You are looking for someone who has all the features of a great workforce; That is, it can both promote the team, be skilled and adaptable to the workplace. To find the best option, you have a multi -step recruitment process. The problem is that you have never had an interview experience.
How to Job interview Get ready with job applicants? What questions should you ask to increase the chance of finding the best job for a job?
What are the features of a great job interview?
Interviewing is the most vital part in the recruitment process, and the most important action for it goes back to the interviewer’s readiness process. Asking inappropriate questions or not being aware of realistic expectations leads to the wrong decisions. You may hire a person who is not in line with the needs of your organization, and this will waste a lot of time and money for another person.
Keep in mind that the interview is a two -way process. What does it mean? That is, when you are talking to the job applicant, he is also evaluating you, the organization and the job position. If you are not prepared, you will not be a professional in the eyes of the job. Even if the applicant is ideal for a job, the poor interviewer presents him to collaborate with the company.
To avoid these problems, you need to be prepared for an interview. To this end, you need to find the aristocratic job responsibilities and duties and know what to expect from the job applicant; Design smart questions and think about answering questions yourself. In addition, prepare to answer the interviewees’ questions.
How to start a job interview?
Get to know the role and responsibilities of the job applicant well
Preparation for interviewing, by preparing Work description It starts. When you write a description of the job, clearly describe the job positions and the skills needed to do them. Even if you think your force should have a number of soft skills, note them. For example, if you intend to hire human resources, do you need a salary specialist or the manager of the performance or someone who is familiar with all this? Write down all the necessary features for the job and the extra advantage. By specifying these, both you and the job applicants will find good awareness of the job.
By starting the interview process, you probably get more familiar with the features you are not looking for. Pay special attention to these things; Because it is very important to know your desires and expectations. For example, you may notice that there are many spelling mistakes in one applicant’s resume. The importance of spelling errors can be a warning sign; Especially if you are planning to hire a force that requires a lot of detail. Perhaps during the interview period, the applicant points out that it prefers solitary work; While job position requires a lot of cooperation with team members.
So if you do not address such issues in the work description, be careful. According to your observations and insights, you may need to change your criteria a little to make the best decision and attract the best people for your job.
Design a structure for interview
Whether you interview in person, online, or group, make sure you follow a specific structure for the interview process. This will help the interviewers ask a series of specific questions and check the interviews according to specific criteria. The result is that the answers will be easier to compare and the likelihood of bias and error will be reduced.
Keep in mind that open questions are the best kind of question; Because they need a long descriptive response. The interviewee cannot answer these questions in a single word and must provide information in detail that will lead you to a more accurate conclusion. Use questions such as “what, how and why” questions to encourage the applicant to provide more appropriate answers. For example, instead of asking, “Are you a hard -working person?” Ask, “Why do you believe you are a hard -working employee?”
You may ask an inappropriate question or “closed”. Say, for example, “Since we believe in maintaining the balance of work and life, we work very hard in this environment. Do you consider yourself a hard work employee? ” In this situation, it is likely that one gives a quick answer, and at best, another sentence may attach their positive answer.
What is a good interview?
In order to evaluate job applicants more fair, we suggest following the following structure in the interview:
- Basic questions
- Question of features and abilities
- Behavioral questions
- The questions concerned with the workplace
Having the structure in the interview helps to attract the best talent for the team.
Basic questions
Starting the interview with the main questions is very tempting, but be careful not to start. You are in the place of recruitment; So it is natural for the interviewee to have anxiety not to get a job. Start the conversation by introducing yourself and short basic questions so that both of you are ready to enter the more serious conversation. For example, ask the applicant to talk about his experience and experience. Be careful when hearing the answers, the style of communication and how to express thoughts. When you talk about yourself and the reason for the interviewee’s interest in your company, you can measure his readiness. After these questions, you can ask deeper questions that a more general image of the company and the potential for the applicant for Success In the job position, he draws.
Question of features and abilities
Asking these questions, the job applicant will have the opportunity to talk about his or her capabilities, skills and points. These questions help you to check if the applicant has the hard skills needed to show the best job performance.
Asking open questions you can focus on technical skills and how to use them to solve problems in previous interviewing jobs. You can also ask him about how to deal with a challenging task in a new job.
For example, if you want to measure his mastery of some computer tools or programs, you can ask:
- Have you ever wanted to use this software to analyze the data management data? What results did you get?
- What tools do you have to deal with the productivity crisis?
- How has your experience been working with Google Trends?
You may need to ask the applicant to perform specific tasks to test his / her technical skills. In these cases, you can avoid asking skill -oriented questions and devote extra time to other areas.
Behavioral questions
Asking behavioral questions, you ask the applicants to explain exactly what they will do in a defined situation. Such questions respond to how applicants respond to specific situations, which is a great way to evaluate soft skills, such as communication, teamwork, adaptation or critical thinking.
Keep in mind that many technical skills are learned over time, but soft skills training such as resilience, Self -awareness And Growth mentality (Or desire to learn) is not so easy. At least what is expected of a good workforce is having an emotional intelligence. Ask yourself when listening to the responses of the interviewees, “Does working with this person seem to be desirable or overwhelming?”
Depending on the soft skills needed, ask questions that are around the same themes. For example, imagine that you are interviewing applicants who are going to be directly related to clients in an international company. In this job, one deal with people of a variety of cultures and multinational colleagues. As an interviewer, you need to measure the competence of job applicants in the crowd’s cultures and skills. How? By asking questions such as:
- Imagine you are in this job right now. How do you introduce a lot of non -English -speaking customers to our organization’s mission?
- How did you solve the conflict with a telecommunications member in the earliest position?
Ask him to check how the applicant responds with failures and showcase job responsibility, “Define the flow of one of the performance failures at work.” In this way, you will also understand how to compensate for work errors; Because the words can tell the personality of people.
Workplace questions
As a manager, you need to have a high understanding of the organizational dynamics and management styles to understand who hires the team’s progress. The recruitment of applicants who have the same values with the organization will enhance the organization’s strategy, increase employee satisfaction, and reduce cracking rates.
Imagine working in a growing startup that welcomes non -stereotypical ideas. Calculated risk -taking is an important key attribute to your workforce and Creativity And the initiative is of great importance. So when you want to interview job applicants, focus on questions to measure the workplace. For example:
- Tell us about the experience of taking a new issue in personal or professional life. How did the result come from the water?
- Define from a time when you had to make difficult decisions in a difficult position.
Such questions are forced the applicant to think very carefully to their answers and consider all the possibilities; They may even admit that they are not so risky. This confession at all does not assess the applicant’s performance weakly, but rather that the person in that job is unable to meet the needs of the organization and it is better to separate your way sooner.
Assign a time to utter words
In summarizing the interview, ask a final question, “Is there something I didn’t ask and want to talk to us?” This is the last opportunity for the applicant to express his or her.
May he or she refer to some of his technical records that have not been talked about in the interview; Or say about entertainment and times that he was not in a job. You may ask a question for clarifying any doubt about work or telling the job. In general, this question provides the applicant with an opportunity to draw a more comprehensive and honest image.
What are the consequences of unsuccessful interview?
Being in every role, regardless of the amount of power and authority, requires some principles. Even the interviewer in a large and owner company is obliged to understand the principles of the correct interview. Have you ever performed the role of the interviewer? What principles and structure do you take for a successful interview? What do you think are the consequences of a non -professional interview? What effect on The job path Please share your comments with us and other “how” audiences.
Source: HBR
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