2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16
The need for recruitment is often faced by people who do not have special education in the field of HR, and the question of how to conduct an interview becomes the main one for them. Before deciding how to conduct an interview, you should familiarize yourself with the existing types of interviews: British, German, American and Chinese. These techniques focus on different aspects of a candidate's professionalism, but more often than not, recruiters prefer to combine the features of all four.
Having decided how to conduct an interview, the interviewer must decide on the selection criteria for a specialist for a specific vacancy, adjust the job description taking into account previous experience, select and make notes on the CVs of interested candidates so that during the interview they do not forget to clarify important details. It is better to think over the questions for the interview in advance and prepare a list, because most likely the interview will be conducted with several applicants, so you need to be sure that nothing will happenmissed. The interview itself is divided into three stages: establishing contact, obtaining information and completing the interview. According to psychologists, the decision of the person conducting the interview largely depends on the first impression that develops in the first few minutes of the meeting, but is not always correct. Therefore, at the beginning of the interview, before moving on to the main part of the interview, it is recommended to spend some time setting up a friendly, inviting atmosphere. The information stage of the interview, the longest in time, is aimed at obtaining data concerning not only experience and skills, but also information about the psychological characteristics of the candidate, for example, his communication skills, life position - active or passive, temperament. There are three main types of questions that are asked at the interview: biographical, situational, criteria. Curriculum vitae ask for information about factual data - where the person studied, what experience and skills he has; criteria questions are aimed at finding out how the candidate meets the criteria for a particular position; answers to situational questions give an idea of the possible behavior of a person in the event of various problems.
Each interviewer chooses how to conduct an interview, questions to be asked. However, there are general guidelines. Open-ended questions should be asked without prompts. Closed questions are good for clarifying information. When talking to a candidate about work experience,find out the relevance of his skills and knowledge to the vacancy criteria. At the same time, it should be remembered that knowledge and skills are only half the success - you need to know what drives a person, so you should definitely ask questions of a motivational nature. During the interview, pay attention to gestures, facial expressions - body language, this can give a certain idea of the psychological characteristics of the candidate and even how sincere your interlocutor is.
At the end of the interview, you can tell in more detail about the vacancy, after giving the candidate the opportunity to ask questions of interest to him. So, you can find out how prepared a person is for the interview, whether he has collected information about the company and the position, and, therefore, how much he is interested in this position, on the other hand, you will demonstrate your openness. It should be borne in mind that an interview can serve two purposes: to assess how suitable a given candidate is for you or, this also happens, to convince the applicant that this position is exactly what he needs. Therefore, how to conduct an interview - the choice of behavior strategy may also depend on whether you need a specific candidate or you just choose the best one.
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