How To Conduct A Job Interview


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By: Jimmy Sweeney

Author of the brand new "Job Interview Secret"





How to Conduct a Job Interview

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.





DID YOU KNOW? There's a new "Secret Career Document" you can quickly and easily customize for your next important job interview that literally forces the hiring manager to picture you filling the position. This simple, powerful formula guarantees you'll automatically stand out from the competition and shoot straight to the top of the "must hire" list for any position … any field. This brand new strategy was created by Jimmy Sweeney, one of California's top marketing professionals. To discover Jimmy's breakthrough "secret" go to: Amazing Job Interview Secret






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