Remember that during the interview process, candidates are also deciding whether they want to work for you just as much as you’re trying to decide whether to hire them. You have only about less than an hour to make a good impression on the candidate and to obtain the critical information you need about their skills, experience and personality.
Good interviewers make a conscious effort to get the most out of the interview process. Interviewing is hard work, but getting to hire great people and strengthening your employer’s brand is worthwhile.
Tips for Interviewers
Prepare well :
Make a List of Questions That Directly Relate to the Job’s Responsibilities, If you don’t have a job description, then list the key responsibilities of the position, and create a list of questions that relate to those responsibilities. If you have time, reach out to reputed HR consultant or your colleagues, who interact with this position on a daily basis for their input.
Review the Candidate’s Resume Before the Interview :
This may seem obvious, but by preparing your interview questions and reviewing the resume, you’re showing the candidate that you’ve taken the time to ensure a productive interview. It also saves your time and can help you to avoid any a misread of the resume during the interview.
Have a Interview Structure :
Give the candidate a roadmap for the interview as you get started. Begin with a brief description of the company and the job duties. Then let the applicant know that you will be asking job-related questions, followed by an opportunity for the candidate to ask questions. Providing this structure early on sets up the parameters of the interview, keeps you both focused, and gives the candidate an idea of what to expect.
Ask Relevant Questions
Ask for specific examples of past performance and behavior, with questions such as “tell me about a time when you…” Previous successes are a good indicator of future performance. Try to ask questions that will facilitate discussion. Avoid questions requiring only a yes or no answer. Keep the questions open-ended so that the applicant has the opportunity to speak freely.
Extend Professional Courtesies :
Offer candidates a glass of water, a suitable waiting place, access to rest room in case you have many applicants waiting for Interview, and ask if they had difficulty finding the place. Be on time. Consider giving them a tour of the office facilities if required. Give them an opportunity to speak with other team members or prospective coworkers, if appropriate.
Be attentive to the interview candidate :
Put away digital distractions. Silence your phone and any email alerts on your computer. Have your other staff hold calls. Bring back a little humanity in the interview process by being attentive to your interview candidates. Represent your organization well, in interviews in and out of your workplace. And most importantly, be ethical.
Here are some sample interview questions you may consider asking candidates?
- Can you tell me about yourself ?
- can you highlight some of your skills which will be useful for this Job role ?
- Why would you like to work for us ?
- How would you describe your working style?
- What are your strengths?
- What are your improvement areas ?
- Why would you like to work for us?
- What achievement are you most proud of?
Leave time for candidate questions :
A candidate who is truly interested will come with questions of their own. Some of these may be answered during the course of the interview, but be sure to leave at least 5 minutes at the end for any other questions.
In closing an interview, the interviewer may want to:
- Ask if the candidate is interested in the job based on the information provided during the interview.
- Ask about availability to Join after offer is being made.
- Ask for a list of people who can be contacted for references.
- Explain the time frame for the rest of the interviews, the subsequent steps in the process and when a decision is likely to be made.
- Explain how to get in touch with the interviewer and when to expect to hear from him or her.
- Walk the candidate to the door if required, and thank the person for the interview.
Communicating With Candidates Not Selected :
Following up with candidates who were not selected for a position, particularly those who were interviewed, is a professional courtesy that should not be overlooked. Providing those candidates with a respectful rejection information can maintain goodwill and increase the likelihood a candidate will consider future job openings with your company that may be a better fit.
Objective should be to uncover the candidate need, aspiration and job fit, while maintaining the overall experience pleasant. Hope this helps.
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