how to #conduct a #successful #job #interview properly: 10 best tips - #wisestep
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How to conduct a Successful Job Interview Properly: 10 Best Tips
A job interview is not just important for the interviewee but
also for the organization. It helps hire the best person for the
job. It is at the interview table, that one can assess the
capabilities, qualities, and abilities of the interviewee such as
his or her interpersonal skills, personality traits, the
performance ability and thereby judge his or her contribution to
the company. The interview process is also helpful to verify the
educational and other qualification mentioned in the resume of the
candidate. The interview, being the most important aspect of the
recruiting process, helps hire the right people for the
organization. It is important that the job interview is a
successful one. A successful job interview isnt the one where you
get candidates but where you get the right candidates who prove to
be strength.
Here are a few tips on how you can ensure that the job interview
you are about to conduct is a successful one and that it will add
to the resource of the company:
1. Understand the requirements of the job: Prepare a list of
qualities, qualifications and other essential factors required in
the candidate. Do a thorough study and make a rough picture of what
and how the candidate needs to be. This will help much in making
the interview process smoother. When you have the required points
ready with you it also helps the candidate, as they will be better
prepared at the interview session.
2. Prepare unique and apt questions: There are clich questions that
are usually asked in an interview and most of the candidates come
prepared with answering such questions. So, in some cases, the
answers might be well rehearsed and mechanical. Thus, it is
important to prepare unique and not so regular questions as it will
help bring about the inherent qualities of the interviewee.
3. The four-point questionnaire: Generally, the success of the job
interview for you as the interviewer depends on the questions asked
and for the interviewee on the answers he delivers. So, either
ways, the questions are important. The four main points on which
questions need to be based are general questions, hypothetical
queries, stress testing and behavioural questioning. General
questions are related to the resume, hypothetical queries are on a
situation that can happen, stress testing is to find out how the
candidate reacts to a stressful situation and behaviour questioning
is to know about past performances and achievements to judge their
future performance.
4. The time period should be just right: Too long or too short
interviews can be dull and ineffective. Too short the time period
means that the procedure is too rushed up and there is no adequate
time to judge or evaluate the candidate. If the interview is too
long, it will mean that the process just became boring and tiresome
leaving too much confusion. The thumb rule is that if the interview
lasts for 30 minutes, then there should be just 4 to 6 questions.
If the interview lasts for an hour or so, limit the questions from
eight to 12.
5. Ensure the right body language: Eye contact is most essential.
This job interview is as important for you as it is for the other
person. Let the occasion be not very formal and be polite and
considerate. It is important to put the person at ease from your
side, so that the interview flows on smoothly.
6. Let the interview process be a conversation, not an
interrogation: Make the process communicative. You talk what is
needed and allow the interviewee to talk as much as possible.
Asking open-ended questions will help bring out more about the
person. Avoid yes or no questions as far as possible. Do not make
it appear as if you are interrogating the person but it should be a
one to one conversation through which both of you get to know each
other.
7. A rating system will help: Put marks as per the skills of the
interviewee. You can rate in different categories, the educational
qualifications, skill tests results, communication ability and so
on. This helps you in a proper comparative study and also will help
in choosing the right candidate. For example, if you are hiring a
typist, then you will be more concerned about the typing abilities
of the person but if you have two or more candidates possessing the
same typing speed, the other points on which you rated them will
help you in getting the better candidate of those three.
8. More than one interviewer does help: If there are more than one
interviewer, then that would help in a better analysis of the
interviewee. Each interviewer might focus on a different angle
altogether and at the end of the day, most probably the right
candidate will be hired.
9. Note down crucial observations then and therein: Whatever
your observations about the candidate, put them down immediately.
Make a list of positive and negative attributes that you have
found. It is also best to note down the conclusion at the end of
the page.
Ensure a well laid out interview structure: The ideal structure of
an effective job interview would consist of introduction,
questions, skill tests and wrap up.
10. Let the introduction and conclusion be apt: The introduction
process is important because it eases any awkwardness in the
interviewee and makes him relaxed. It also helps the interviewer
gauge the person better and gives him a clear idea on how to go
forward. A good conclusion is where you ask the interviewee if he
has any questions to ask you, be it about the company, the pay
details and so on. It will also help you find out how the
interviewee has listened to the whole proceedings and how alert he
or she is. Thank them for the interview and also inform them about
the next step.