Interviews can be a stressful experience for both interviewers and interviewees. As a manager or executive, you will most likely have been given a few interviews yourself. You might know the best way to secure your placement in the company you like.
But now that you are sitting on the opposite side of the table, things do not appear so easy. Being an interviewer also carries a certain amount of stress with it. You need to represent your company in the most professional and appealing light. At the same time, you must also evaluate the candidates for their suitability for working with or under you.
In case you are having trouble formulating a methodology for this, here are some tips to help you out.
Be Specific About Your Requirements
Some businesses have their own HR teams to create a vacancy profile. If you don’t have an in-house team, talk to us and we’ll help you out. We have experts who know all the right questions to find the right people for your organisation.
Any business with a well-defined objective is much more likely to succeed. If you know what you need, then it will help you create an accurate job profile and screen out the unsuitable applicants. This will help you narrow down on candidates who fit your requirements and give you a good pool of potential hires to choose from.
Ask Your Peers
Peer review and advice is an important part of the business process. The same applies to interviews as well. Ask your colleagues about the interview process and any details they might like to elaborate on. This will help you diversify your interview approach while also remaining industry-specific.
Once you have created a good interview process, you should stick to it. Also, it is important to evaluate all candidates before making your selection, based on the same criteria. If you don’t have a level playing field, you may run the risk of dismissing the candidate that is ultimately the best fit for the role.
Use Your Questions Effectively
While being methodical is important, it is not always essential. As an interviewer, it is up to you to decide what questions you want to ask the candidate. You don’t need to always go by the book, particularly if you have strong reasons to skip some parts. Ultimately, it is your decision how you want to conduct the interview. So, you should judge the candidate’s personality and modify your interview plan accordingly. But don’t go too far off piste in the initial interview. There’s plenty of time later to explore niggling concerns or take a deep dive into experience that have shaped them as an individual.
Notes are a great way to remember specific traits or observations on candidates, particularly if your candidate pool is large. Taking notes will help you retain your impressions and base your final decision on them. This can be very important for choosing the right person for the job.
Be Decisive Yet Understanding
Once you have decided on a candidate, do not waste time in contacting them. Further, when negotiating, stick to your set parameters but also be flexible enough to accommodate the candidate’s needs. This is the subtle art of negotiation and it is essential for not just hiring the best worker, but also for getting the best deal for your company.
Conducting interviews can be complicated and taxing. But if you remember the tips above and plan effectively, then you should be able to make it a rich and rewarding experience.
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