How to Conduct an Effective Job Interview

The virtual stack of resumes in your inbox is winnowed and certain candidates have passed the phone screen. Next step: in-person interviews. How should you use the relatively brief time to get to know — and assess — a near stranger? How many people at your firm should be involved? How can you tell if a candidate will be a good fit? And finally, should you really ask questions like: “What’s your greatest weakness?”

What the Experts Say

As the employment market improves and candidates have more options, hiring the right person for the job has become increasingly difficult.

Your job is to assess candidates but also to convince the best ones to stay. Here’s how to make the interview process work for you — and for them.

1. Prepare your questions

Before you meet candidates face-to-face, you need to figure out exactly what you’re looking for in a new hire so that you’re asking the right questions during the interview. For inspiration and guidance, wrecommends looking at your top performers. What do they have in common? How are they resourceful? What did they accomplish prior to working at your organization? What roles did they hold? Those answers will help you create criteria and enable you to construct relevant questions.

2. Reduce stress

Candidates find job interviews stressful because of the many unknowns. What will my interviewer be like? What kinds of questions will he ask? How can I squeeze this meeting into my workday? And of course: What should I wear? But “when people are stressed they do not perform as well,” says Sullivan. He recommends taking preemptive steps to lower the candidate’s cortisol levels. Tell people in advance the topics you’d like to discuss so they can prepare. Be willing to meet the person at a time that’s convenient to him or her. And explain your organization’s dress code. Your goal is to “make them comfortable” so that you have a productive, professional conversation.

3. Assess potential

That amount of time enables you to “really assess the person’s competency and potential.” Look for signs of the candidate’s “curiosity, insight, engagement, and determination.” Sullivan says to “assume that the person will be promoted and that they will be a manager someday. The question then becomes not only can this person do the job today, but can he or she do the job a year from now when the world has changed?” Ask the candidate how he learns and for his thoughts on where your industry is going.

4. Consider “cultural fit,” but don’t obsess

Much has been made about the importance of “cultural fit” in successful hiring. Think about your company’s work environment and compare it to the candidate’s orientation. Is he a long-term planner or a short-term thinker? Is he collaborative or does he prefer working independently? But, your perception of a candidate’s disposition isn’t necessarily indicative of whether he can acclimate to a new culture.

 

Nguồn: Entrepreneur
  1. Chia sẻ  

Xem các tin khác

  1. Sự Khác Biệt Giữa Nhà Lãnh Đạo và Người Quản Lý?
  2. TALENTX 2023 - HỘI NGHỊ VÀ TRIỂN LÃM NHÂN SỰ & CÔNG NGHỆ NHÂN SỰ VIỆT NAM
  3. 7 Câu Hỏi Phỏng Vấn Thường Gặp Cho Gen Z Mới Ra Trường
  4. [JOB FAIR 2023] NGÀY SINH VIÊN ĐỒNG NAI SÁNG TẠO – KHỞI NGHIỆP & NÂNG CAO NĂNG LỰC SỐ 2023
  5. 4 Tips Nhảy Việc với "Zero" Kinh Nghiệm
  6. Hướng Đến Giá Trị Hay Sự Cân Bằng Trong Doanh Nghiệp?
  7. 4 Cách Để Bạn Bứt Phá Trong Công Việc
  8. Con Đường Sự Nghiệp Nào Cho Người Hướng Nội?
  9. 4 Cách Người Doanh Nhân Nghỉ Ngơi Để Tránh Kiệt Sức
  10. Có Thể Bạn Đã Sử Dụng Sai LinkedIn – 5 Tính Năng Phải Dùng

Tìm công việc mơ ước