Quick search |
 |
The Art of Interviewing
Interviewing is a professional skill that must be learned through practice. Professional interviewers know exactly how to do it right, every single time. But most managers with a lot on their plate are clueless how to do it when the job of interviewing falls to them. They soon find out you just can’t “wing it" in an interview; you need to know how to do it right.
The purpose of every interview is to find out if the person has the qualifications and personality to succeed in your company, while leaving the applicant with a strong desire to work for your company. It is sales activity in two directions: applicants are selling themselves to you, and you selling the job to them. Like all successful sales activities, good interviewing depends on preparation, good communication, and follow-through.
Being a good interviewer is something all of us can become, with care and study. Here are some hints...
Read the cover letter and resume
Before your interviewee walks into the room, take the time to study the resume and cover letter thoroughly, identifying areas of weakness and strength, and looking for inconsistencies, gaps in time, and things that you need to understand better. If you really think the person won’t suit you and the job, don’t waste everyone’s time by having the interview. You should already have a positive feeling about the candidate by the time you call the interview. This puts you in a better frame of mind for really listening during the interview.
Use an updated job description to make a list of key questions
Through your questions, you should find out if the person is technically capable of doing the job, and if his or her personality will match the company and role. To assess the first, make a list of experience-specific questions you want to ask. Refer to the questions as you conduct the interview. Your goal should be to ask complex questions that force the applicant to describe past experiences and make connections with the job you have in hand.
Assessing a personality fit is more difficult. Usually interviewers rely on “what would you do if…” situational questions to prompt the applicant to think about life and profession in unique ways. Such as: “What do you think your past managers would say is your best quality?”, “What might they say is your strongest weakness?” To make a good list of questions, you need to have the job description right in your hand. It should include both required technical skills and suitable personality traits.
Structured interviews
Some companies ask every applicant the exact same questions. This formal, structured method is an advantage if you are interviewing a lot of people and want to compare answers. This also keeps the interview on track, rather than allowing it to veer off into chitchat.
Meet the applicant
It is important to start the interview on a positive note and put the applicant at ease. A tense applicant is an incommunicative applicant; make an effort to establish a rapport. Find an appropriate place to talk, one preferably without interruptions. Start with unthreatening discussion to put the person at ease and create a connection. By your attitude, you should show the person that this process is important to you and the company.
Some additional tips for questions
Don’t ask mostly yes or no questions. Try to insure your questions encourage the applicant to think and give complex answers.
Give the applicant time to respond; don’t frame questions that already answer the question or guide the applicant’s response.
Choose questions that draw out and clarify the person’s specific experience to make sure they fit the job technically, and ask situational and open-ended questions that encourage the applicant to think outside the box and draw conclusions. Don’t be afraid to ask questions about ethics and decision-making.
Think like a high school journalism teacher; ask the “how, who, what, where, when, and why” questions.
When closing the interview, ask if the person has any questions about the company and job. This is a good time to gauge interest and to see if the candidate has done any prior research.
Stay in control
Experienced job seekers can sense fear and rapidly take over the interview if the interviewer is inexperienced or unprepared. Stay in control to get the answers you seek.
Three cautionary notes
1) Don’t give applicants the exact job description at the beginning of the interview. Too much knowledge will affect how they answer and remove the spontaneity from the meeting. Instead, guide the questioning to get the information you need.
2) Stay focused! You can care about the interviewee’s emotions, but don’t let them affect you. Stay in control.
3) Consider your gut reactions. We all know smooth talkers who always get good jobs because they charm their interviewers, and then are useless. It is easy for interviewers to mistake charm for warmth and genuineness. In the same way, if you dislike someone on sight, take the time to examine your feelings and look for their source. Perhaps your gut reaction has nothing to do with the person in front of you. Stay fair and objective by examining your hunches with a critical eye.
Close the interview on a positive note
Tell the person what will happen next, shake hands, and thank the applicant for taking the time to meet with you. This is the moment to seal the person’s interest in the job and working for you. You don’t want to lose a promising candidate by being lukewarm at the end. Never leave a person hanging, no matter how you feel about them.
Time to debrief! Keeping careful notes
You would be surprised how quickly you will mix up your candidates if you don’t keep careful notes. Nail your impressions down in writing immediately. Be well organized through the entire hiring process.
There are lots of resources out there. Use them!
There are books and websites galore filled with interviewing tips and questions. If you don’t know what to ask in an interview, just do some research. With a bit of information and a sympathetic ear, you can become a skillful and deliberate interviewer, and bring in great candidates for your company.
www.thewell.ru
When using the materials from this site, the link to www.world-job.ru is required
Useful information |
 |