Useful Tips for Employers Preparing to Conduct an Ideal Interview

If you are a recruiter set to conduct an ideal interview, you are advised to maintain your role as the person that conveys as well as obtains information. Here you know what interview questions to be asked and even more significantly what questions you should not ask as part of the interview.

An interview is, as far as a recruiter is concerned, a major step in the hiring process. The interview can be considered as an opportunity for the employer to obtain data from a candidate to estimate the person’s value as regards to the job offered. Meanwhile, it is also a chance for the candidate to obtain information from the recruiting firm that can be used to figure out his scopes with the job offered. This makes the process of interview something that calls for a decent preparation; particularly if you are a fresh recruiter.

Below given is a set of tips that may be helpful to you as a recruiter planning to conduct an interview.

Set up rapport

Greeting the candidate with a pleasing smile is a virtue. This can be accompanied by a firm handshake and a casual exchange or two of pleasantries. Here, you may try outlining the objectives and structure of the interview.

Obtain information

Specific data from the applicant’s resume should be verified. But while doing this, you be sure to use open-ended questions such as ones starting with ‘how’, ‘when’, ‘what’ etc. Always follow up an open-ended question with a yes or no.

Deliver information

Ensure that you start giving information regarding your firm after letting the candidate answer your questions. The point does not tell the candidate what exactly you are looking for first; because this would give the person the space to adapt his answers to suit what he perceives as your requirements.

Conclude the interview ideally

Closing the interview ideally is a courtesy. The interviewer is advised to thank the applicant for the attention and interest rendered by him during the interview. The recruiter should also indicate what the next measure would be as well as the time frame it would take to occur.

Evaluation and comparison of notes and candidates

Completing an evaluation form using the information obtained, noting those specific data regarding the applicant is advised. This way you can rate the applicant. This is important as you can possibly not trust your memory to be strong enough to recall every detail of the applicant at a later juncture.

That says, the most crucial points to keep in your mind as an interviewer are:

The interviewer’s role

The interviewer’s role includes conveying a set of data to the candidate such as

• • • The job’s nature
    • The skills required by the recruiter
    • Pay discussion
    • Discussion regarding benefits
    • Working environment and conditions
    • Data regarding your business

You must not be surprised if you come across a candidate that tends to turn the tables on you. Candidates are sharper these days with most of them having a question or two to ask you as well. It is also noteworthy that the employer may become the one that has to sell his business to the candidate as a better place to work if the candidate is of high quality. You are also advised to give information to the applicants with a view to keep high their interest in working for you. On the other hand, overselling your job is not advisable as it may lead to dissatisfaction of the employ.

The type of questions to be asked and the manner they are asked

Before asking a question to the job applicant with a view to getting information on him, you are expected to ask the question yourself. This will help you judge the information in question as needed to estimate the competence of the applicant or not. If you find it not relevant then you may not ask it. It is fact that asking questions irrelevant to the specific requirements upheld by you may end up as offending the candidate or damaging the reputation of your concern. Asking performance-based questions is highly recommended here.

Those questions that must not be asked

You know well that there are many questions that might land you in trouble as against your original interest in hiring the ideal employer. Even if you belong to a country where laws prohibiting certain sorts of questions are liberal, you are staying away from asking troublesome questions is recommended. To get an idea of what are the unwanted questions as regards to an interview, you may ask those questions to yourselves before shooting it at the candidate.

Basically staying out of questions that concern race, religion, ethnic background, age, marital status, gender and national origin is also highly recommended.