Job interview is one of the important stages of employment, which allows you to assess the business qualities of a candidate. Typically, the interview is conducted by the employer, the head of a structural unit or an employee of the personnel department. The interviewer needs to prepare questions and create an atmosphere that will maximize the identity of the candidate.
Instructions
Step 1
Prepare a location for the interview. Best of all, if it will be a separate office, where no one will bother you. Some interview questions can be personal in nature, so the presence of strangers during the conversation can negatively affect the quality of the candidate's answers.
Step 2
If possible, study the materials that characterize the personality of the applicant. As a rule, the interview is carried out after the candidate has completed the autobiography and the questionnaire. It will not be superfluous to study a copy of the applicant's work book. Primary information will help you get the first idea about the personality of the candidate and his business qualities. It will be possible to more accurately formulate interview questions.
Step 3
Prepare a list of interview questions. You should not rely on your memory or ask questions offhand. You must be clear about what questions and in what sequence you will be asking. This will avoid awkward pauses and pointless conversations on abstract topics. It is best if you have an interview plan in front of your eyes, broken down into several blocks.
Step 4
Create an atmosphere that best suits the purpose of the interview. A person who comes to find a job can be constrained and squeezed, because in fact he is in an exam situation. Use open gestures and be welcoming and friendly to gain his trust and release any tension. But be careful so that the interview does not turn into a friendly get-together over a cup of coffee.
Step 5
Use open-ended questions if you want a detailed and complete answer. Such questions do not imply an unambiguous "yes" or "no", but require detailed reasoning. An example of an open-ended question: "Where do you see yourself in our company in five years?"
Step 6
Ask closed-ended questions when you want consent or a definite answer. A closed question might be, "Are you willing to work overtime?" Closed-ended questions are recommended to be used at the final stage of the interview, when the basic information about the candidate has already been received, and the goals and motives of the parties are disclosed.
Step 7
When asking questions, allow the candidate sufficient time to think about them. Do not interrupt the applicant answering you with clarifications. He is already in a stressful situation. The only exception may be an interview for a job seeker applying for a position associated with a high stress load. In this case, it is recommended to deliberately create provocative situations during the conversation in order to identify typical behavioral reactions of the candidate to stressors.
Step 8
At the end of the interview, thank the candidate for their cooperation and express confidence that after a complete study of his documents, the right decision will be made. As a rule, the result of the interview is not immediately announced. The decision requires a deep analysis of the answers and the final approval of the candidacy with the management.
