Conducting an Effective Interview

Hiring a new team member is an exceptionally critical and sensitive decision. One wrong choice or error in judgment can prove extremely costly and pull your organization back a number of steps. Like they say NO hiring is a million times better than a poor hire.

Conducting an effective interview

Conducting an effective interview

Being prepared for the interview is critical to the success of the hiring process. Here are some dos and don’ts you need to consider when conducting an interview:

Keep the position you are interviewing for in mind:Ask questions accordingly. Do not deviate from the purpose of the interview.

Do your homework:Since the actual interview time is not going to be very long, it is important that you thoroughly research and study your candidate prior to the interview. This will help you understand your candidate better, in terms of strengths, weaknesses and abilities and ensure that you make an accurate assessment.

Keep your documents ready: Make sure you have the candidate’s resume in front of you. You also need to keep with you notes on questions you intend asking and areas you need to cover. This helps to keep you focused on important aspects of the job.

Time is of essence: Do not spend more time than necessary on the meeting. After using the first few minutes to help make the candidate at ease, get to the point. Make a note of all the points you need to cover to make sure you remain focused. A maximum of one or two hours is recommended for any interview. Do not go beyond that.

Know the position: In order to identify the best fit for any position, it is important that you understand the position well – the duties, the responsibilities, the salary, the qualifications required etc. Study other candidates in similar positions and see what makes them important assets for your organization.

 Mind your body language: Make sure you maintain eye contact with the candidate and that your body language gives out positive signals. While verbal communication is an important part of any communication, “what is not said” is just as important. Your body language and the tone of your voice reveal a great deal about your personality.

Be a good listener: An interview is not just about asking the right questions. Interviews are also about attentive listening; understanding, and satisfactorily answering candidate questions.

Build rapport:Make the candidate as comfortable as possible. A casual talk on topics of mutual interest will ease the atmosphere prior to the actual interview.

Questioning the right way: Ask open-ended questions which will require the candidate to go into details and ensure that you get as much information as possible from the candidate. Do not ask direct questions about age, marital status, age or religious and political affiliation. The law does not permit it.

Assessment Report: It is important that you prepare your assessment report immediately after the interview when things are still fresh in your mind. List the strengths and weaknesses of the candidate based on your interview experience. Also state in your report the reasons why you think the candidate would or would not be a good fit for the position interviewed for.

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