There is a stack of resumes in your inbox and a few of candidates have already cleared the telephonic round. The next step is, obviously, conducting an in-person interview. How better can you use your relatively short time to know—better to say, evaluate—almost a stranger? How can you judge if a candidate is the right fit for a position? And most importantly, how can you conduct an effective job interview?
With the employment market improving gradually, candidates are now spoilt for more jobs options. It increasingly adds to the complexity of the job. Further, applicants now have more details about the selection process of every company. So, an interviewer job is not just to take interviews or assess candidates but also to motivate the best candidates for the position.
It’s not a cakewalk as it may sound. However, some tips and tricks help make the interview process work for you—and for your candidates, obviously.
Come up with your own set of questions
Before a face-to-face interview, you should know very well what exactly you are seeking in your new hire so that you can ask the right set of questions at the time of interview. Meet the top performers of your company, have a close look at their day-to-day activities, and you will get plenty of ideas about the attributes required for the position offered. What are the common attributes of top performers? How resourceful are your company’s top performers? What are their accomplishments? What is their previous experience? These questions will assist you in creating job criteria and coming up with significant questions for the interview.
For a candidate, any job interview can be stressful, and there may be several unknown reasons. How will be my interviewer? What types of questions will I face? How will I manage this meeting during my work? —lots of questions pop up in their mind. However, corporate psychologists suggest that people cannot perform well when they are stressed. As an interviewer, try to be as much flexible as possible. Be ready to meet the candidate at his/her convenient time and explain your organization’s dress code beforehand. Remember, your main objective is to “make them feel comfortable” so that you can conduct a productive and professional interview.
Evaluate the candidate’s potential
Allocate enough time for the first round of the interview. It will enable you to actually evaluate a person’s potential and skills. Give careful consideration to the candidate’s knowledge level, curiosity, engagement, insights, and determination. Assess the candidate’s thoughts and outlook about the industry. Your job will be half done.
Take “cultural fitness” into consideration
Consider “cultural fitness” of a candidate during the interview. All you need to do is to find out if the candidate will be comfortable at your organization. Compare a candidate’s orientation with your company’s work environment. However, do not be obsessed with it. An interviewer’s perception about the disposition of a candidate should be to check whether or not the person can adjust to a new culture.
Sell the position
If you think the candidate is worth for the position, it’s time for you to sell the position as well the organization. Once you gain confidence in the candidate, inform the person why you take his/her candidature into consideration. Always remember that an interview is a mutual process of screening. So, do not even mind to ask the candidate if he/she would like to meet some team members. The best recruiters are those who sell a job by providing a ‘real-life’ experience. It is a proven fact.