Is it your first time conducting an interview and you are looking for some best ways to lead an effective job interview?
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Conducting an effective job interview is very vital for any organization as with the help of an ideal job interview, you will able to recruit the most competent and deserving employee for your company.
An effective employee interview allows you an opportunity to study applicants closely and learn more about them beyond their resumes and cover letters.
To lead a powerful employee interview that assists you with recruiting the best possible candidate for your vacant position you have to plan very carefully and deliberately guide the meeting.
Through this article, we will discuss some of the tips and best practices for directing a powerful job interview.
Table of Contents
What is a job interview?
A job interview is a conversation between the job seeker and the employer allowing the employer to examine and study the candidate more closely and ask him questions concerning the requirements of the job and the organization to know whether he fits the particular job or not.
At the time of leading an interview, the interviewer must know how to interact with the job seeker effectively and pose the right inquires.
During the interview, the interviewer poses such inquiries through which he will be able to evaluate the candidate’s skills and prior experiences which most appropriately will benefit the company’s future value.
Moreover, a job interview can help the interviewer to contrast expected competitors with others and pick the one that best fits the requirements of the job.
Since every inquiry posed in a job interview ought to be purposeful, so it’s very critical to plan everything very carefully and cautiously survey the job you’re recruiting for.
Following are some of the tips you can follow to conduct an effective job interview:
Get ready for the interview
So the very first step before conducting a powerful job interview is to prepare yourself for it. To make your job interview effective, not only the candidate but the interviewer also has to prepare himself with the right inquiries to ask the candidate.
The inquiries interviewer will pose to the candidate has to be concerned with the requirements of the job and company.
You can start your preparation by assessing the position you’re employing for and going over the competitor’s resume or potentially introductory letter.
Also, consider what are the requirements of the job and the company and afterwards cautiously make a rundown of the requirements and use them to make deliberate inquiry questions.
Comprehend the STAR screening method
There are many different kinds of job interview questions you can ask from your candidate and one of them is the behavioural interview questions which are the most popular kind of interview questions.
If you are looking forward to posing such behavioural inquiries to your candidate then you must need to aware of the STAR method strategy that the candidates use to answer these inquires so that you comprehend them effectively.
The STAR strategy is a typical method utilized when answering behavioural questions. The STAR abbreviation represents:
- Situation: Demonstrate the circumstance or challenge confronted
- Task: Demonstrate the individual task or responsibility you have in that situation.
- Action: Demonstrate the action taken to conquer the circumstance or challenge.
- Result: Demonstrate the outcome or the result of the action taken
These behavioural inquiries are asked to know about the prior experiences of the candidate and explicit abilities he possessed while working in his previous jobs.
The interviewer can make use of the STAR strategy to make follow-up questions to ask the interview and comprehend his past job encounters.
Portray the organization and the job position to the interviewee
Always start your meeting by presenting yourself and the company with the interviewee, also give a concise foundation and outline of the job position they’re interviewing for.
You can discuss some of the characteristics with him that they are looking for in their potential employees.
By knowing what are the company’s expectations from their potential employee can allow the interviewee to all the more likely comprehend the requirements and duties of the job position and he will be able to answer your inquires more reliably and effectively
Disclose the interview process to your interviewee
It is very much possible that the candidate you are interviewing for might be a fresher and it would be his first interview so it is very essential for you, to illuminate the applicant about what they expect during the interview and on what basis they are going to evaluate you.
By clearly describing the interview process to the candidate helps in keeping the meeting coordinated and sets clear targets and assumptions for both you and the candidate.
Ask him about his future career prospects
Every interviewer must start with letting the candidate introduce himself and his career prospect to the interviewee.
The interviewer must before beginning with the role-specific interview inquiries, ask the interviewee about his future career prospects. He must pose general inquiries concerning their expert advantages and for what valid reason they’re keen on the position or what they are expecting from the company.
By offering this opportunity you allow the candidate to comprehend where they see themselves in the upcoming future and what they want from the company in return.
Pose inquiries identified with the job position
Moving on from the career goals and other introduction questions, now you have to start with posing the inquiries regarding the requirements and the duties of the job position you are interviewing for.
In the wake of asking inquiries identified with the job position, you need to study the requirements yourself too and carefully make a rundown of the inquiries that best suit the requirements of the job position.
Take notes to assist you with recollecting significant data
To make you settle on more sure and educated recruiting choices, take notes during the meeting so you can recollect the essential details later on.
You can very carefully note down all the answers of the interviewee or the keywords taken out from his answers that best suit him and makes him the perfect match for the job.
You can use this method with every candidate and then use the notes, later on, to decide which candidate possesses the more competent and the related skills required for the job.
Also, be very careful while keeping the notes, you don’t want to seem like that you are not listening to the candidate because that can contribute to demotivating him and not answering effectively.
Allow the candidate to pose inquiries
Also, make sure that you give your interviewee time to pose inquiries about the job position he is here for or about the company and the work environment.
Depict the subsequent stages
Once everything is done, your last step is to close the meeting properly by clarifying the subsequent stages like when they can expect to hear back from you or when the next interview will conduct and where.
Or if he is selected the same time you interviewed him, you can very well let him know in the end that he is recruited and that he can join the company from the particular day or time.
