The success of the work of companies and firms largely depends on the competently selected personnel. And the quality of personnel, in turn, may depend on how correctly it is selected. After all, it is during a private conversation that you can fully assess the employee, his qualifications, personal qualities. So how do you conduct an interview correctly?
Instructions
Step 1
Prepare for your interview carefully. Think over your actions based on three stages - preparing for the interview, directly interviewing and analyzing the results.
Step 2
First, determine the time and place of the interview. It is better to choose a separate room for the conversation, where the applicant can fully concentrate. For other candidates, provide seating in the hallway. But it will be better if you schedule the exact interview time for each candidate in advance. When doing this, keep in mind the approximate length of the conversation. Usually it is about half an hour, although sometimes this time can vary up or down.
Step 3
Prepare the necessary information for candidates: what are the requirements, job descriptions, working conditions.
Step 4
Start your interview with some distracted topics that will defuse the situation a little. Tell the interlocutor a little about your company, what it does, its latest achievements. After that, you can go directly to the conversation.
Step 5
Ask the applicant questions so that he can give you detailed answers, and not answer them in monosyllables.
Step 6
During the conversation, try not to interrupt the candidate, as he is already worried and has difficulty choosing words. Be kind and polite. At the end of the interview, be sure to ask if the candidate has any questions for you. Try to answer them in detail.
Step 7
Be sure to write down all the facts that interest you about the applicant. This data will help you further analyze the results of the interview.
Step 8
If, during the interview process, you decided that this particular candidate is right for you, then let him know about it right away and familiarize him with the main working points. If you refuse, you should not leave the person in the dark for a long time. Specify exactly how long the candidate will be informed of the results of the interview.
