Follow established procedures in the interview. Do not allow interruptions. Don't interview by committee. If several people are to speak with the candidate, have them prepared in advance to meet individually and on time. During the interview, keep the following points in mind:
· It is a two-way street. A well-run interview reflects good working relationships on your staff and shows respect to the candidate.
· Allow enough time for each interview - a half-hour to an hour is usually adequate for a first meeting. Provide enough time between interviews so that each candidate does not get the sense that he or she is being rushed through the interview process.
· Surroundings are important in the impression they give about your organization. They are also important in making the candidate comfortable. You need to put people at ease so that they willingly reveal goals, qualifications, and interests.
· Keep the conversation open-ended for the same reason. Do not ask a string of questions that simply call for yes or no answers - you will not get much real information. Do not ask questions rapid fire - you will make the candidate nervous.
· Give candidates a chance to express themselves. They need enough time to answer your questions in depth and to ask you questions.
· Be prepared to offer ample information about your organization. In a recent survey, the most important job expectations were:
(1) Opportunity for Advancement
(2) Salaries and Perks
(3) Job Challenge
(4) Working Conditions.
· Describe opportunities in your company and give straight, complete answers about your policy and procedures.
· Have the facts about relocation if it is required. Recreational and cultural facilities are given prominent consideration.
· Use a standard form for recording the results of each interview. Do it immediately following the interview; do not take copious notes while the candidate is with you - it will block the flow of information. A standard form will help you keep track of the candidate's various traits and skills and make comparison easier
There have been many articles written in newspapers, magazines and books telling people how to get that special job or position they have been striving for. What about employers? How do they find that special person who is going to be successful within their company? The following ideas may be helpful to employers who find themselves looking to hire a key person.
There is no such thing as the perfect person for any job. When you are trying to fill a position, you cannot hold out for the perfect applicant to come along because it will never happen. You should look for the best person available for the position open. Hiring is based on comparisons. You will hire the person who is best compared to all other candidates for the job.
Know what you are looking for in a candidate. Specifically, know your requirements in terms of the job to fill and overall, in terms of the objectives of your staff and the entire organization. Determine your hiring goals quickly and make them known. Before you bring in the first candidate, have your interviewing and hiring procedure clearly delineated, including identification of the final decision maker
Home ó Advice ó SiteMap ó Contact
623-271-7984 ó recruiter@5-StarHER.com