How to conduct an interview: A step-by-step guidelines?
If you have seen an interviewer during his action, maybe
you have some impressions that tell you it is really easier than it. Don’t
take the false or mistaken assumptions that leave you unprepared. It can be
very difficult to ask easy questions in an easy way.
So that you can get answers from the candidates that you are
looking for. If you want to make sure that you are ready, this will tell you
how to conduct an interview.
How to prepare for an interview?
A great interview for a job is actually half of it is before
the interview. To prepare you here there are 7 things that make your interview
good.
1. Define role requirements and write a clear
job description:
This point seems obvious. But the deep things should not be
overlooked. Hopefully, you did this before the job description. If somehow you
did this without writing a great job description, then now it is the time to
answer the question such as:
·
What gaps currently exist on your team?
·
What are your deal breakers?
·
What qualities are you looking for in the candidate?
·
What hard or soft skills do other top performers
in your organizations possess?
The more you can explain the role and qualities that you are
looking for in a candidate, the easier will be that what things would be asked
in the interview.
Prepare some specific questions in advance
During an interview, it is very easy to catch up in the
conversation. If you prepare the interview questions before entering the
interviewer room, you can make sure that you have covered the bases that you
need.
Many companies have some sets of questions that they ask
from every candidate and then ask specific questions for each role. By asking
the same base question to each candidate make it is easier for an interviewer to
choose the best one.
To make sure you the elicit answer that helps in your
decision making, you can ask a mix of question types. These questions may be
of many types. Use a variety of close-ended questions, open-ended questions,
hypothetical questions, and also behavioral questions.
For example: by asking some behavioral questions such as ‘tell
me the time you spent with the challenging manager’. Such types of questions
tell about the candidates and how choose the candidate to answer the question.
These questions tell that how the candidate conflict with the opposition.
And it is good to be prepared that leave room for the
natural questions that come in a natural way. If there is a particular, then
you can ask the candidates whether it may be positive or negative. Don’t be
afraid to ask these questions.
Screen the candidates with necessary assessments:
The best way of a great job interview is that great candidates
are sitting in front of you. But it is very difficult to recognize the best
candidate from their resume. If you don’t take a more efficient approach, you
will spend a lot of time reviewing the resume.
Particularly, you have a great rush of job applications due
to which it is very difficult to pay attention it deserves. An eye-tracking
study shows that recruiters spend only 7 seconds on average skimming a resume.
But it is not the best strategy to identify the best candidate.
Even if you have time to read the resume from front and
back, a resume does not tell a complete story. People can establish their
skills or they can tell a lie on their resumes. Pre-employ assessments can help
to solve the problem which gives you a more efficient alternative to resume
evaluation.
A pre-employment assessment is a collection of tests that is
given to the candidate as part of the application. You can test candidates on:
- · Software skills
- · Role-specific skill
- · Situational judgment
- · Programming skill
- · Languages
- · Cognitive ability
- · Personality and culture fit
Conduct a video interview or screen record before the in-person interview:
It will be a wise step to conduct a screening phone call in
advance to check the unqualified candidates that it can pass to the pre-screening
phase. You can ask the candidates some questions like deal-breaker questions
about the role and verify facts on their resume to assess whether they are true
or false.
Schedule much time for the interview:
It depends on the role. You will have to decide by phone
call or video call during the interview. You will also have to decide that how
much time is required for the interview. Junior's roles require about 30 minutes
while the senior’s role may take an hour.
It is better that there should be more than one person
interviewing the candidates. For this purpose, you can invite co-workers.
You have to create a long gap before and after each
interview. You want to give your full attention to the interview and you also
would not like to take the risk of being late. Remember that you are trying to
impress the candidate also.
Live transparent to the candidate:
It is a very stressful job for this type of interview. It means
that interviewing for a job is a tough time. Make sure that your candidate comes
with relaxation and feel comfortable so that you can easily know the reality of
them.
Remove the stress of candidates as much as possible by
telling them detail about the interview. The candidates that will be present in
the interview, fill their mind as much as you can on the company dress and tell
them the basic outline for the job interview process.
Study up on the candidates before the interview:
It is the last and most important step to prepare for an interview.
Spend at least half an hour reviewing the candidates in advance.
You have only one window to know the candidates. You don’t have
much time to spend to know about the resume of the candidates. So it will be
wise to take the information from the candidates in advance. Get about their
job history. Check their LinkedIn profile and also get to know about the information
that they have provided in the resume.
If there are gaps and points that confuse you in their
resume, you can add questions in your list to ask.
How to conduct an interview?
Now you are fully prepared for an interview. You are ready
to conduct a most effective interview. Here we show how to conduct an
interview?
All distractions should be removed:
By giving the candidates your full attention, you want to be completely focused on the interview. Before the interview, you should turn off
your cell phones, emails, or any other chat notifications.
Introduce yourself and co-workers properly:
Whether the interview is from a video call or any other source, you
should start the interview by introducing yourself to each other. Also, explain
the company and your role.
You should also tell the candidates bout the process of the
interview. If you show that you have a plan, it will be positive expressions on
the candidates and it will keep the interview relaxed.
Ask pre-written questions:
To start with the general question, give the opportunity to the candidates
to explain themselves. And discuss how they will pay value to the role. You may
need to fast the interview to ask all questions. If any candidates are
lingering, then you can simply say move on.
Take notes:
If you have a large number of candidates, then you have
to take notes. If you are taking notes, then prefer handwritten notes to laptops. So that the candidates should know your full attention.
Leave some time for candidates to ask questions:
If the candidates are really interested in the role, he or
they must question it. Give at least -10-15 minutes to ask their
questions.
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