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Effective recruitment interviews

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By: Stephan Smith | Date: 22 April 2014

Effective recruitment interviews New article

 

Recruitment interviews should not be left neither to your intuition nor to strictly scheduled meetings. The right candidate will contribute to enhancing the value of your team, department and organization. We offer you some of the techniques for successful interviewing, one of the most important steps in the selection process.

 

Plan the interview

Review thoroughly the job requirements. Find out exactly what it requires to make the perfect performance. This would allow you to make a decision based on visible facts, not on personal preference.

 

Create a plan for the interview

Formulate questions related to the job that would help the person interviewed present specific examples from their performance. They would trustworthy show you how the candidate would react on their workplace, based on their previous behavior.

 

Create a comfortable and professional atmosphere during the interview

Make sure you will not be interrupted. It is important both for you and for the applicant in order  to fully engage yourselves in the conversation. Put on hold all calls and conduct the interview at a place where there is no one from the office to bother you .

 

Build an initial rapport with the interviewed person

Welcome them warmly and friendly. The most appropriate time to influence someone is the first five minutes of your meeting. Make the candidate feel important as you receive them personally and offer them your assistance while they’re waiting.

 

Communicate well during the interview

Pay attention to the answers to your questions much more than to your own questions. If you want to learn important and useful facts about the candidate, listen up. The best interviewer would speak no more than 20-30 % of the time for the interview.

 

Control the interview

Practice techniques that allow you to open up the non-communicative candidates and make them more talkative. The use of open questions and carefully directing the applicant to speak are the skills that are very important to develop and use in your interview.

 

Build your interview in a way that you try them in different dimensions

Test their working skills. You can use tests that give a realistic assessment of the abilities of the applicant in terms of  their future performance based on the job requirements, but it is very important to give precise instructions for filling the test.

 

Interview evaluation

Put a mark on the interview immediately after its completion. You could take notes during the interview, but it is important to make a detailed assessment of it as soon as it has come to its end. That will help you make the final decision, especially if you've interviewed a lot of people for one open position.

 

Reject prejudices and preconceptions

Train yourself not to look at the candidate with any prejudice after your first impression of them. Resist  emotions and evaluate logically.

 

Guidelines for effective interviewing

➢ Create the right atmosphere;

➢ Build understanding;

➢ Spare an adequate time;

➢ Start with a positive tone and language;

➢ Use open-ended questions ;

➢ Ask specific questions for the position;

➢ Let the interviewee talk more - at least 60-70 % of the time ;

➢ Ask consequent and purposeful questions ;

➢ Evaluate the behavior of the interviewee all the time;

➢ Seek for contradictory statements in their speech;

➢ Evaluate the candidate using as a basis only what has happened ;

➢ Trust the applicant, if all the facts show that they deserve it;

➢ Control the interview ;

➢ Evaluate the information after each interview ;

➢ Remember, each interview is important , so make it so ;

 

 

The most frequently asked questions

Research has shown that some questions are most frequently asked during job interviews. They can help you when writing your own list of questions that you will ask your applicants. Remember that the real art in asking questions is in the way you ask and how you predispose the interviewee to respond fully and sincerely to them:

 

Here are the questions:

1. What are your short and long-term goals and aspirations?

2. When and why did you set these goals?

3. What are you doing to achieve them?

4. What do you want to achieve in the next 10 years, but not related to your job?

5. How do you see yourself in 5 years?

6. What do you really want to work?

7. What are your long-term career aspirations?

8. How do you plan to achieve your career goals?

9. Which are the most important rewards for you that you expect to achieve in your career?

10. How much money do you think you will be making in five years?

11. Why did you choose this profession for which you are preparing?

12. What is more important for you, money or the type of work?

13. Which do you think are your strengths and your weaknesses?

14. How would you describe yourself?

15. How would describe you your friend or relative (may be a teacher) who knows you very

well?

16. What can motivate you to make a maximum effort?

17. How school and (or) the university prepared you for your professional

career?

18. Why should I hire you?

19. What in your qualifications makes you think that you will be successful at work?

20. What is success for you?

21. What do you think would lead to success in an organization like ours?

22. How do you think you can contribute to our organization?

23. What qualities should a successful manager possess?

24. Explain to me the relationship that should exist between the supervisor and their subordinates.

25. Which ones are two or three qualities that make you most successful? Why?

26. Tell us about the most significant experience you have gained during your education.

27. If you were to hire someone for this position, what qualities would you be looking for?

28. Why did you choose that university, college or school where you studied?

29. What led you to choose the specialty?

30. Which specialty do you prefer  the most? Why?

31. Which specialty do you like the least? Why?

32. If you could change the program you followed at the university, what would you change? Why?

33. What changes would you make in scholarly institution where you studied? Why?

34. Do you have plans to continue your education?

35. Do you think that your education level corresponds to your achievements in the scholarly institution?

36. What have you learned from your participation in intercultural activities?

37. What work environment do you feel most comfortable?

38. How do you work under pressure?

39. What hourly or summer jobs have you been most interested in?

40. How would you describe your ideal job?

41. How did you decide to apply for this position in this organization?

42. What do you know about our organization?

43. Which are the two or three most important things to you in your work?

44. Are you looking for a job in another company with a similar activity? Why?

45. What are your criteria to evaluate the organization you want to work for?

46. Do you mind travelling?

47. Do you mind spending the following six months in training?

48. What is the biggest problem that you’ve encountered and how did you deal with it?

49. What have you learned from your mistakes?

50. What is the most important thing you’ve learned from your experience at school?

51. What type of a boss do you prefer? Why?

52. Describe a typical day in the company where you worked.

53. Which are the most important lessons that you learned from the jobs that you’ve had?

54. What type of books do you read? Which one is the last that you read?

55. What would put you out of balance?

56. Are you a leader? Give an example.

57. What examples for initiatives would you give judging by your previous positions?

58. Give me an example for how you’ve handled an unpleasant situation, which could lead to

bad results?

59. How have you handled a dissatisfied customer or a difficult colleague?

60. Are you a creative person? Give an example.

61. Are you an analytical person? Give an example.

62. Which are the most important books in your field?

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