It’s not a good idea to conduct a job interview on the fly.It’s important to use your interview to weed out the good from the bad if you’re going to hire the wrong person.A clear picture of whether the person is right for the job can be gained by doing research on the candidate, asking the right questions, and establishing friendly rapport.Learn how to interview someone.
Step 1: Check out some background research.
The information on your resume and cover letter is said to be factual.Take some time to verify the information the candidate has given you.It’s not uncommon for candidates to embellish their resume in order to get an edge over the other people who applied for the job.It’s a good idea to do research prior to the interview so you can ask more informed questions.You can call the candidate’s references.Questions about the resume and cover letter should be asked.You can do an online search.If the person’s profile is public, check it out.Ask a few questions about the person’s work history if you know people who know the candidate.You can learn a lot from researching the companies the candidate worked for.
Step 2: Understand what qualifications you’re looking for in a candidate.
The purpose of an interview is to learn more about a candidate’s personality and determine if he or she will be a good fit.This is your chance to learn more about the candidate.You might be interviewing five people with the same level of education and experience, so it’s time to think more about what you need from your potential hire.What kind of person will do the job well?What will make a person stand out?Are you looking for a person with a big personality who will push boundaries?Is it better to have a person who gets the job done well every time?Determine what work style you want in a candidate.Determine if you need someone who is detail oriented or a big picture thinker.Think about the people who have held the position before.What worked and what didn’t?You need to be confident that the person will do a good job if you want to hire them.When it’s time to get to work, there are a lot of people who make excellent first impressions.
Step 3: Ask a few general questions.
After introducing yourself and exchanging pleasantries, ask general questions about the candidate’s resume and cover letter.This will make the interview easier for you and the candidate.Make sure the candidate’s answers are in line with what you learned.Ask the person how long he or she has worked at the last company, and why they are leaving.The candidate should give a description of his or her previous position.Ask the candidate if his or her previous experience is relevant to the position.
Step 4: Behavioral questions can be asked.
If you want to learn more about how the candidate handles professional situations, ask him or her to give you examples of how they displayed their skills.The answers to these questions will show a lot about the employee.Since the answers are based on concrete past experiences, behavioral questions have been shown to elicit truthful answers from candidates.You should make your questions skill-specific.Tell me about a time when you used creativity to come up with a solution to a marketing problem.If you said, “Are you creative?”You might not get the answer you need.Behavioral questions can tell you a lot about the candidate.Asking the candidate about a time when he or she was faced with an ethical dilemma could lead to some interesting answers.
Step 5: The candidate should be put on the spot.
Some interviewers like to ask candidates uncomfortable questions to see how they handle stress.If this kind of situation is going to happen on the job, you should be aware of it now.Why should we hire you?Is it a classic question?You might want to say something like, “I see you don’t have any experience writing press releases,” since many candidates prepare for this one.Do you think you’re the right person for a PR position?Asking the candidate why he or she is no longer with the previous company gives the person the chance to either shine or buckle under a little pressure.If you witnessed unethical behavior by a colleague, what would you do?It can also be useful.
Step 6: The candidate should be given a chance to ask questions.
Most people prepare a list of questions to ask the interviewer, so be prepared to give some answers of your own.You might question how engaged the person is with the prospect of working for your company if your candidate says “I don’t have any questions.”Specific details should be ready to relay to the candidate.Hours, benefits, salary, specific job duties, and other information may come up, so make sure you have answers ready, even if the answer is “we’ll discuss that later.”If the candidate asks what his chances are.If you don’t know if you’re going to offer the person the job, you should not give an answer.
Step 7: The candidate should be told what the next steps will be.
Let him or her know that you’ll be in touch within the next few days or weeks.The candidate came in for an interview, stood up, and shook hands.This is the interviewer’s cue to leave.
Step 8: It’s important to keep it legal.
It is against the law to discriminate against someone because of their race, sex, religion, age, disability, or national origin.Do not ask the candidate questions that are geared towards finding out information in one of these areas.Even though they shouldn’t, you can still ask a woman if she is pregnant or expecting a family in the next few years.Don’t ask if they go to church or what religion they were raised in.Don’t ask someone their age.Don’t ask if their health issues will affect their ability to work.
Step 9: Don’t talk too much.
Your candidate won’t be able to get a word in edgewise if you’re going on about yourself or the company all the time.You might think it was a great interview, but you didn’t get any new information.The candidate should speak for the majority of the interview.
Step 10: Establish a relationship.
You will get more information from the person if you are friendly, warm and inviting.Taking a hard-nosed approach will cause some people to close up.Openness and honesty can be encouraged through your body language.If the candidate stumbles or has difficulty answering a question, smile, nod, and don’t flinch.
Step 11: Represent your company well.
The candidate can decide if he or she wants to take the job or not.If the company doesn’t seem like a great place to work or if you are an unpleasant manager, people might be hesitant to take the job.Don’t go on a power trip during the interview because the cards are not in your hands.
Step 12: Take notes and double check answers.
You can double check important information after the interview if you need to.If the candidate gives you details about a big project he or she completed for a previous company, there’s no harm in calling the references again to double check that it really happened.