Interviewing is often not only done by professional personnel. In a small business, they are often simply not there, and in large companies, the personnel department often carries out only an initial selection, and the further fate of the candidate is decided at a more serious level. Whoever interviews, this procedure does not lose its importance. After all, it is this stage of selection that is often decisive.
Necessary
- - ability to analyze;
- - the ability to formulate questions;
- - communication skills;
- - knowledge of business etiquette and elementary norms of politeness;
- - attention to details.
Instructions
Step 1
You need to prepare very seriously for an interview. To begin with, think about a range of questions that will reveal the presence or absence of exactly those business and personal qualities that are in demand in this position.
A common technique is a description of an industrial situation, most often problematic or controversial, and the question of how the candidate will act in it. Sometimes it is not superfluous to ask questions about professional knowledge that a successful applicant for a vacant position must have.
Step 2
Carefully study the resume, cover letter of the candidate, examples of his work, if any. It is often useful to run his first and last name on search engines: the results can be the most unexpected.
Note what confuses you, what I would like to clarify, clarify. Based on this, formulate the appropriate block of questions.
Step 3
At the beginning of the interview, tell us about the company (what it has been doing, how long it has existed, what positions it occupies in the market, what niches it specializes in) and briefly about the proposed position. Don't show all your cards at once. Give the candidate an opportunity to show interest in what they are about to do. Or not to show, which usually leads to appropriate conclusions.
Step 4
Ask the applicant all the questions you have planned. If new ones appear in the course of the conversation, also do not hesitate, and then be sure to ask if the candidate has any questions left. It is believed that it is best when they are. But if not, that's not always a bad thing either. In any case, watch the candidate's reactions: whether his behavior is in line with business etiquette and company standards, whether he will fit into your corporate culture.
Step 5
At the end of the interview, agree on further interaction. Even if it is clear that this is not the candidate you would like to see, usually a rare representative of the employer immediately upsets him with a refusal. More often than not, the wording is that you need to think about it and call later. But if the final verdict was not passed, and later made a choice in favor of this applicant, do not delay contacting. Until you have concluded an employment contract, the candidate does not owe you anything yet, and there may still be some supply of proposals.
