There comes a time in a successful person’s career
when they go from wondering how to perform in a job
interview, to thinking about how to conduct a job
interview. If you are reaching that point in your
career, congratulations. That means that you are
reaching a professional level in which you are shaping
the workforce and choosing who will be carrying out
the company’s business goals. With this new
responsibility, you will want to make sure that you
conduct the job interviews in a way that results in
the best hires possible for the company. After all, if
you are conducting the job interview, chances are the
new hire will be working on your team in the future.
Ultimately, learning to conduct a job interview
requires just as much effort as learning to perform in
one well. In fact, the process of preparing for
conducting a job interview is similar to preparing to
interview. In both cases, the most important thing to
know is exactly what the job requires of the employee.
In the case of the job seeker, knowing what the job
requires will allow him or her to portray himself as
herself as that kind of candidate. For the
interviewer, knowing what the job requires provides
the basis of all the questions and follow ups which he
or she will ask the job seeker. This issue may be more
involved than you originally think. After all, the job
duties and requirements encompass not only the day to
day requirements of the job, but also future
commitments and responsibilities which the employee
would ideally grow into. Additionally, there are
informal or cultural responsibilities which the new
hire much be able to perform to fit into the
corporation or team.
How to Conduct a Job Interview continued...
Knowing how to conduct a job interview requires that
you know how to elicit the desired information from
the candidate. It doesn’t require a very sophisticated
technique, but it does require more than just asking
them point-blank if they can do the required skills
and if they have the required attributes. After all,
even the most honest and conscientious candidate goes
into an interview with the intention of impressing the
interviewer. If he or she is asked if he or she
possesses specific desired skills, it’s only natural
and intelligent to say yes. That’s why your questions
should be designed to gauge how the interviewer has
displayed the required skills in specific situations
during his or her career.
The most recent thinking of how to conduct a job
interview suggests to ask the candidate about specific
incidents in the workforce. For instance, instead of
saying “how would you handle an angry customer?”, a
question which would elicit a hypothetical answer, an
interviewer would be better off asking for a specific
incident. For instance, “Please tell me about a time
that you encountered an angry customer? How did you
handle that situation?” The response you receive will
give a better glimpse of the candidate’s true
experience.
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