Conducting 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
job. 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
- 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
- Start with generalized
questions. 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
questions. 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