Best Interviewing Tips
The interview is one of the significant factors in hiring. The interview process is a responsibility that you don’t want to leave to chance. You need to find the right person for your job without second guessing your decision.
Managers and job applicants alike are looking for tips on how to interview better. Proper preparation is the key to easing some of the stress involved in interviewing for a job, as well as making the interview more effective. Most companies have at least two people responsible for interviewing and hiring applicants.
1. Develop your interview questions prior to meeting with your job candidate. You can’t make an accurate determination of whether your job applicant really has the skills and experience needed for your job if you don’t ask the right questions.
2. Use your job description as the blueprint for developing your interview questions. Your interview questions should be laser focused so that you can learn from your applicant if they have the skills that are needed to accomplish your goals for the position.
3. Your interview questions should guide your job applicant in a way that will require that he or she provide clear examples that demonstrate an understanding of a particular task, or how they have been able to apply their experience in a way that has helped them to be successful in their current or past positions.
4. It is also important to avoid making statements during the interview process that could be alleged to create a contract of employment. When describing the job avoid using terms like “permanent,” “career job opportunity,” or “long term.”
5. Interviewers should also avoid making excessive assurances about job security. Avoid statements that employment will continue as long as the employee does a good job.
6. Every recruiter, hiring manager, executive, and department manager must realize that asking illegal interview questions or making improper inquiries can lead to discrimination or wrongful-discharge lawsuits, and these suits can be won or lost based on statements made during the interview process.
To minimize the risk of discrimination lawsuits, it?s important for interviewers to be familiar with topics that aren?t permissible as interview questions. Avoid illegal interview questions
7. Learn to assess job candidates on their merits. When developing evaluation criteria, break down broad, subjective impressions into more objective factors. Try and put the candidate at ease and ask interview questions that can?t be answered with a “yes” or “no” response. These open-ended questions allow applicants to tell all about their skills, knowledge and abilities.
8. It’s not enough to just review a resume or job application and ask questions. You need to understand the core function of the job that you are hiring for. It’s critical that you are clear on the type and level of experience as well as the depth of experience that your candidate will need to have in order to ask the best interview questions and get the answers that will help you to make better hiring decisions.
9. Inform all potential applicants before they have applied through your website that you will only be contacting those candidates that meet the job experience described in your job posting. Be sure to thank all candidates on your website who have taken the time to consider your job openings. Follow up with all candidates who you have spoken to by phone, email and especially in person.