An interview is like a regular sales and purchase transaction. The job seeker wants to sell his experience and skills as expensive as possible. And the employer must choose the person who will work well. Both sides go to little tricks and tricks to get what they want.
Instructions
Step 1
Choose your resume carefully before your interview. Don't waste time with people who don't meet all of your needs. Consider the following information about the applicant: age, children, education, work experience, readiness for business trips (if the vacancy implies them), knowledge of PC, etc. Immediately weed out those who do not suit you even on one point.
Step 2
Invite suitable candidates for an interview. Pay attention to the punctuality of the candidates. If a person is late, chances are they will be constantly late for work. Of course, such employees are not needed.
Step 3
See what a job seeker looks like. You shouldn't hire people who look vulgar or unkempt. This is very important for the whole team. An unpleasant coworker can leave valuable employees.
Step 4
See how a person fits in terms of external parameters. Do not hire people whose data may interfere with the performance of duties. For example, a PC operator cannot have long nails. This will worsen his performance.
Step 5
Learn the basics of non-verbal communication and apply them in interviews. If the applicant constantly touches his head when answering questions, then this is a sure sign that he is lying. The information he tells about himself is not worth believing.
Step 6
Check professional skills, if possible. A lot of information can be indicated in the resume, but it is not a fact that it will correspond to the real skills of the candidate. You should only trust what you yourself see in reality.
Step 7
Create a work-like situation to test the candidate's skills. Of course, the applicant does not need to know about the upcoming screening. For example, if you are hiring an accountant, have any employee come in during the interview and ask you an accounting question. Well, you, in turn, redirect the task to the applicant.
Step 8
Don't ask provocative questions. You should not ask a person about his negative sides of character, for example. It is unlikely that you will get a truthful answer. Don't ask questions about why he chose your company. It is obvious. The person is looking for a job, and your vacancy just suits him. Always communicate to the point. Ask questions about his experience, practice. Then you will have more opportunities to evaluate the applicant.
