How to conduct an Interview ?

 Conducting an Interview 

 How to conduct an Interview ?


  • Introduce yourself. Candidates will feel respected and at ease if
    they are greeted politely. Tell them a little bit about the business and
    yourself. Because this will be the candidate’s first impression of you,
    keep your workplace neat and put your phone away.

  • Review the
     Give candidates additional information
    about the position’s responsibilities than was provided in the job description
    so they can decide whether it’s the best fit for them. Inform them of their
    primary tasks and obligations as well as any potential hazardous working situations.
    Indicate if the position is full-time, part-time, temporary, or contract.


  • Set the stage. Set the tone by letting the candidate know what
    to anticipate during the ensuing 30-45 minutes. Keep in mind that you are
    also being watched. The interview environment will be created by your behavior. A candidate could take the interview less seriously if you come off as
    being too casual. However, taking things too seriously will probably make
    the applicant more uneasy. You’re not likely to bring out the best in the
    person in either situation. The manner in which you behave yourself
    throughout the interview must also align with the goals and principles of
    your company.  


  • Review the applicant’s resume. Identifying specific roles on a candidate’s
    resume that are relevant to the position you are interviewing for is
    important. Inquire about the specifics of their position, their duties,
    their accomplishments, and any pressures they faced. Inconsistencies or
    gaps in work or schooling should be questioned because there might be an
    easy explanation. Inquire as to why the applicant left a previous or
    current position. 


  • Start with generalized
     Start by getting some
    information about a candidate’s history and interest in the job. Request
    information from applicants on their perspectives on the position and what
    they can bring to the table.


  • Ask some consistent questions. Ask each applicant the same set of inquiries.
    This will make it easier for you to evaluate prospects and identify the
    one whose qualifications most closely match your needs.


  • Give candidates a chance to ask
     Knowing every facet of
    the role, being able to articulate your expectations, and being able to
    enumerate the advantages of working for your company can help you respond
    to any question with confidence. Candidates should have the opportunity to
    ask questions of their own and respond to your queries in order to assess
    if the position and the firm are a good fit for them. Their inquiries can
    assist you in determining whether applicants are sincerely interested in
    the position and have appropriately prepared for the interview. The 80/20
    rule, which states that you should do 80% of the listening and 20% of the
    talking, is a good approach.


  • Vary your questions. It’s crucial that you focus your inquiries on
    abilities that are directly connected to the obligations and
    responsibilities of the work. This can assist you in learning about the
    qualifications of candidates. Remember that during interviews, open-ended
    questions such, as “What was the most challenging task of your former
    job?” are preferable. 

  • Provide a timeline. Always give an estimation of how long it will
    take to make a final decision. Give a time frame for when applicants may
    expect to hear from you on the outcome or the next phase of the hiring



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