How To Conduct a Job Interview?
Job Interview: we usually listen to how to prepare for an interview as a candidate. However, no one solves the fact that it is not an easy job for the recruiter himself. Of course, over time and with more experience, it will become a toy, but the beginnings are difficult. The right recruiter should interview while ensuring that candidates feel comfortable. Everything is preceded by necessary preparation for both parties.
Preparation is the key.
A charming comparison is the idea of a recruiter as a teacher who tests a student. The teacher can give the student free space to tell what he knows, lead him through questions, or combine both options. However, a problem can arise if the student and the teacher did not prepare an hour ago. Then no one knows what to say. Make sure you look at the candidate before the interview regarding the interview. Nowadays, everyone already has social networks, so use them.
If you have looked at the candidate’s profile and CV, prepare your questions accordingly. You also need to understand what is expected of you. What type of candidate does your company need? Before the interview, make an approximate plan in your head, as you would like the discussion to take place. It is okay to have questions written on a monitor or paper, but it is more important to write down and take notes about the candidate, which you can then read again and re-evaluate.
Away with nervousness and stress
Why do people shake hands? Handshake has several meanings: welcome, congratulations, expressions of gratitude, and the like. By welcoming the candidate and the performance, you set him on a calm wave. At the same time, you can offer him water and make sure he feels fine. You, too, impact the candidate, who is on the verge of possible success or failure. Fresh air will help him with that.
Ask more than just questions.
How can a written copywriter give more than just empty words? How can a painter create eye-catching paintings with just his hands? How can a recruiter communicate with a potential employee when they only ask questions? Look for the spell in the person. As the copywriter writes, the painter paints, and the recruiter talks. Feel the energy from behind each job, depending on whether the person enjoys it. Only then will it affect the result itself.
TIP: If you want to read from the candidate as soon as they cross the door threshold, learn. There are many videos, articles, and books on body language. One learns every day. This is no shame.
Please don’t overdo it with questions.
The questions you have prepared should be worded so that they are short and understandable. Mostly vague and lengthy questions are those that were not designed. In particular, avoid asking multiple questions at once, which can cause stress and panic in the candidate, and what they should answer. Take your time and go through the candidates’ questions step by step.
Leave time for the candidate.
How do you know you have asked a good question of any type? When the client thinks about it. This is what you should accept and not push on the saw. Do not try to specify or repeat the question unless necessary. Just wait for the answer. The prospect will find the best solution to your question, but the one worth asking you should specify the query.
Stop him if he’s off-topic.
“As a recruiter, you should not stop the candidate in his answer.” You may have heard this phrase a few times. But it is not a world-class council, on the contrary. If the candidate goes outside the topic, you have asked, that is fine. But what’s wrong is if you don’t stop him. He continues to talk off-topic, and subsequently, your next question sticks him. He realizes he’s been out, and that’s likely to derail him.
The best thing you can do is interrupt him and tell him he’s not talking about the matter. Set one rule at the beginning of the job interview: you can interrupt him, and he can interrupt you. You’d better admit the mistake and explain that your question wasn’t straightforward. Then ask her differently. Anyone can be wrong, and there is a second chance.
Interrupt him if he responds too long to your taste
Before starting the interview, you can explain several things to the candidate. You, as a recruiter, should acquaint him with a brief answer. If you find that his answers are long, don’t be afraid to stop him. Some recruiters even have this brief statement as a mandatory feature that a candidate must meet.
It’s not the most decent thing, but sometimes it’s not even possible. You can guide the candidate by knowing what the following answers should look like. Feedback is essential in life and includes job interviews. At least you will see how it can adapt to the new conditions quickly. Speaking of time, this can also be your argument if you want to force the candidate to talk less. You want to make the most of your time.
Express your opinion in a human way
Lately, you can see people being offended on the agenda everywhere. One disagrees with the other, which only exacerbates the conversation. Don’t let that happen in your meeting. If you do not agree with something about the future employee, express it humanely. Your opinion should start with sentences like:
In my opinion… In my eyes…
In my opinion… As for me…
From my perspective …
My opinion/impression/belief is that…
I have a feeling that …
I do not doubt that…
Exchanging ideas is one thing. Competing for who’s right is another. Under no circumstances allow anything like this to happen in an interview. Be gentle enough that the candidate does not know your opinion on the topic before answering.
Not every day will be best for you. Even a recruiter is just a person, so it’s okay if you have a bad day. If you have such a day, ask someone else to surprise you. It would be a pity if your company did not hire a good candidate because you are not feeling well. It is the good mood that causes good relationships to begin to build.
Use this time to exchange experiences and find common ground. The candidate who speaks the most should be in the interview. However, this does not mean that you cannot contribute your opinions, thoughts, and experiences.
The candidate probably imagines you as someone standing in his way or, to put it mildly, like a dragon who will not allow him to save the princess from the castle. He’s all out of it and stressed out. Make a good impression and make sure the candidate feels the best. As a result, he will give his best performance at your interview. It is never too late to apply the learned knowledge in practice as a new or advanced recruiter. Come on!
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