The interview is often a crucial step in the recruitment process. Therefore, this procedure should be treated with maximum responsibility. Everything plays a role: your preliminary preparation, feelings during the conversation with the candidate, comparison with similar ones during the interview with other applicants.
It is necessary
- - candidate's resume;
- - examples of his work, if possible, provide them;
- - recommendations (if any);
- - communication skills;
- - the ability to observe, listen and analyze.
Instructions
Step 1
Carefully study the candidate's resume and, if available (and provide) - examples of his work. Think about what information is in his favor, and what is questionable. Think about what you would like to understand, based on this, formulate the questions.
If necessary, add questions that shed light on the professional suitability of the applicant (for example, how he will get out of a given work situation).
Evaluate your feelings from the previous communication with the candidate (by phone, in e-mail). This may give rise to additional questions.
Step 2
When the candidate visits your office, briefly tell him about the company, the proposed position, terms of reference. It is better not to reveal all the cards, but to give the candidate a reason for additional questions, which can serve as an additional test: will he use the opportunity to ask them or not.
Step 3
Ask prepared questions, listen carefully to the answers to them, record the most significant points from the answers.
Step 4
In turn, give the candidate the opportunity to ask questions of interest and inform about himself in addition everything that he considers necessary.
Step 5
At the end of the conversation, act according to the situation. If you are interested in the candidate, you can discuss with him the opportunity to start work and further formalize the relationship. Or inform that the final decision is not made by you, and agree on further interaction.
Direct refusal to a candidate is usually not practiced, although a promise to get in touch when deciding in favor of the candidate is often perceived as such. Therefore, if the final decision is really beyond your competence, try not to be delayed with it.
