How to Conduct a Good Interview

When it comes to being a head hunter or a HR executive, your job largely depends on selecting the best candidate for a certain position. Moreover, how comfortable or nervous you make the applicant can either allow a potential employee to pass or fail the interview. All these factors will come to play when you are face-to-face with the interviewee.

But how do you really conduct a great job interview? What are the important pointers to consider in choosing the right person for the job? Most importantly, what are effective techniques to bring out the best in aspiring applicants and find out if they fit the company? Here are some effective tips you can use.

1. Familiarize Yourself With The Job Description.

If you have been doing something for a time now, there will be days when these things come out automatically. Conducting interviews is one of them. Whether you have been doing talking to potential candidates for years now or just starting in the HR department, reading the job description is necessary. By doing so, you can come up with a list of the important aspects of the job as well as what needs to be done to carry it out successfully. This way, you will know what to look for in a candidate.

2. Prepare The Questions You Will Ask.

There are basic interview questions asked of job applicants and most often than not, the person you will interview have done his or her homework, practiced the answers and perhaps, memorized them. If this is the case, it might be harder to gauge how well this applicant will do once hired. What you can do is to prepare questions relevant to the position. It helps to have a list of what to look for in interviewee. Look at your employees who have been performing great in the same job position. What qualities do they have and how do they get the job done. From this information, you can create certain criteria and formulate questions you will ask.

3. Reduce Stress On The Part Of The Applicant.

Not all people are confident when it comes to interviews, even those who can be effective employees. They can be nervous about the questions to be asked and end up babbling or losing concentration once they are in the interview room. Many factors can add stress to an individual who will sit for an interview including what type of clothes to wear. Your job is to bring out the best in each applicant and make him or her give the right answers to determine if they can be a part of the company. You can make this happen by making the potential employee feel comfortable. Inform him or her about the dress code of the company and orient the interviewee of the kinds of questions you will be asking to allow him or her to be able to answer professionally and comfortably.

4. Provide Ample Time To Conduct The Interview.

When you call in an applicant for an interview, experts recommend at least two hours of the session. This is just enough time to help you make an assessment of the aspirant’s potential and qualities. Moreover, make use of this opportunity to learn how determined and engaged he or she is. This is also a time to determine the person’s curiosity and insights. Remember, if this becomes person a new hire and stays with the company for long, this candidate can become a manager or team leader. How the potential employee is during the interview will give you an insight on what kind of leader he or she will be.

5. Ask Specific Questions To Get Specific Answers.

Do not waste time answering a candidate what his or her strengths and weaknesses are because you will be given answers he or she wants you to hear. Generic questions might have worked before but if you want to learn more about how a person handles situations and how they will perform in the real corporate world, ask questions about specific topics. Ask something like, “If you will be stranded in an island, what will you do to find help?” This is a question that requires a person to think and analyze. You will have more chance to assess how this person will handle challenges at the office once hired.

6. Be Open To Questions.

It is also important to give the applicant the chance to ask questions about the company and the job per se. This will not only make the candidate feel more at ease, it will also make the potential employee assess himself or herself if the job is something he or she wants to accept if an job offer is given.

7. Give Them Real Challenges.

Another effective way find out if an applicant is a fit for the company is to give him or her real situations in the operations. Cite examples of challenges at the office when it comes to clients. Give the candidate a problem that has been raised or complaint that has been made by a client and ask how he or she will handle the situation.

8. Take Down Notes During The Interview.

Even if you have conducted interviews in the past, it is still important not to rely on your memory to remember what the candidate tells you during the interview. Take down notes as the session is on-going. This will not only make the candidate know you are listening but will also make them feel respected. The information you will write down on your notes will also help you in the decision-making if you will hire the applicant or not.

9. Consider Other Interviewers In The Process.

A panel interview can also help in picking the right person for the job. Having other people with different styles and insights will make the interview more interesting. Also, they will be asking relevant questions which you may overlook if you did the interview on alone.

These tips can help you not only with how to conduct a great interview but also with how to pick the right candidate for the job.