Recruiting an employee is a serious investment and also a crucial business decision which the recruiting company has to make. During the selection process, only a minute’s scrutiny on a candidate is required to zero in on him for the required post. It thus becomes necessary to magnify a candidate’s qualities, which go beyond a well framed resume and initial formalities.
The tips listed below are just but guides the employer can base an interviewing strategy but not the absolute rules for conducting an interview.
Tips for Prior Preparations for Employers
- Prepare a set of common questions to be asked to every candidate. The use of such common questions will be use to differentiating between the applicants and also grade them according to how well they respond to them.
- Do critical examinations of each candidate’s resume and familiarize yourself with their background and then frame a questionnaire based on what his resume says about the candidate.
- Decide in advance the variance that you would allow the negotiation on the candidate’s pay package to go.
During the Interview Tips..
1. Making Candidates Feel at Ease
- On your first contact with the interviewee, it is best that you make them feel at ease as much as you can since it is common that no matte how confident a candidate may be will be overcome by nervousness about the oncoming meeting. To make the most of the interview, work on bringing down the anxiety level of a candidate at your earliest. This will be done mostly by sharing names, brief exchange of greetings and shaking.
- Start off with general questions that are easy to answer as a warm up session and also avoid personal questions that may make a candidate feel uncomfortable.
- Make the candidate aware that you plan to record your conversation or take notes during the interview.
- Maintain eye contact with the candidate to let him know that you are listening to him while you also observe the non-verbal signs.
- Be an open minded interviewer and evaluate the responses objectively.
2. Question & Answer Session
- Avoid any vague questions that the candidates will find hard to understand and to answer. The candidates are bound to be de-motivated by confusing or misleading questions and hamper their overall performance on the interview.
- Allow the candidate as much time to talk as you could during the question answer session. You can do this by posing those questions that will engage them for a minute or so and probe deeper by asking him/her to justify the answers that are too short.
- Get the candidate back to the main topic if they stray from the main topic.
- Don’t say or do anything that will demean a candidate’s achievements.
- Discuss his short term and long term goals. An employer needs a well performing employee as bad as the candidate needs a job. It is therefore good that you drop hints about how the candidate can grow with the company.
3. Concluding the Interview
- When the potential employee asks questions at the end of the interview, give correct information and clarify the doubts put across by the candidate.
- Conclude the meetings on a diplomatic note and in this way don’t sounding either too optimistic or too pessimistic about the interview as to give the candidate too high or too low expectations from the company.
- Do not make false promises.
- Tell the candidates the next step to be taken such as on how and when the decision will be communicated to them if they are successful or not