The Interview Process in 5 Steps
The job interview is the first physical encounter with recruiters of the company – an important occasion to look like the ideal candidate. It is important to make a good impression, so as not to be ruled out of the selection process.
The aim is for the candidate to demonstrate all their virtues and strengths, for which they have prepared, answering with the greatest success the possible questions by the recruiter. However, you can be proactive and take the initiative to show interest and create an atmosphere that is both comfortable, yet professional.
The interview process consists of 5 stages:
• Interviewer preparation
The interviewer should prepare before starting an interview. This preparation is required to develop specific questions. The answers to these questions will then indicate the suitability of the candidate. Prepare a list of questions before the candidate arrives. This advance planning will make the interview dynamic and ensure you get all the necessary information. It will also help to avoid vague questions that might be difficult to answer by the candidate.
• Creating an environment of trust
The work of creating an atmosphere of mutual acceptance corresponds to the interviewer. They must represent your organisation and leave visitors a pleasant, human, friendly image. You must start with simple questions, avoid interruptions, offering them a drink, with documents away outside the interview. It is important that your attitude does not show through approval or rejection.
This is based on a conversation. Some interviewers begin the process by asking the candidate if they have any questions. This establishes a two-way communication and means the interviewer can begin to evaluate the candidate based on the questions they ask him.
The interviewer asks in a way that allows them to gain the maximum amount of information. It is advisable to avoid vague, open-ended questions.
This is when the interviewer believes it is getting closer to the point where they have completed their list of questions and the planned time for the interview is coming to an end. It is not convenient to tell any candidate about the prospects of getting the job. The other steps of the selection process could completely change the overall assessment of the candidate.
Immediately after the completion of the evaluation, the interviewer should record the specific responses and general impressions about the candidate. There is a form which is essentially an interview checklist that is used for the evaluation carried out by the interviewer. In a very brief interview, considerable information can be obtained, so highlight as many illuminating points as possible about each.
• Interviewer errors
There are some common errors made by interviewers. An interview is generally weak when there is no trust and key questions are omitted. There is another source of errors, which originate in the acceptance or rejection of the candidate by factors other than the potential performance. An interview with errors can result in the rejection of good candidates or (equally serious) in hiring the wrong people for the job.
• Final Tips
Get Practical Information
What kind of questions will provide you with the information you need? Ask questions based on situations in which the candidate must respond to a challenge typical of the work. This will give you an idea of how the candidate will react. As questions focused on measurable results, the type of obstacles they had in a project and how they overcame them? This can give you an idea of the relevant achievements of the candidate. Keep asking questions on the subject to get the specific information you need.
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