If you’re an employer or hiring manager that has been chosen to interview potential job candidates, you may be wondering how to conduct an interview. You want to choose the most capable person for the job, but if you have little experience in this area you may be uncertain of what is involved. In this article, you will learn how to conduct an interview so that the candidate that is eventually chosen for the position will be one that is qualified and brings exceptional talent to the job.
1. Know the job candidates background prior to the interview.
Instead of wasting time reviewing a resume during the actual interview, do your homework ahead of time. Study the resume so that you know enough about the skills, experience and qualifications of the job candidate so that you do not have to re-hash it for the first half of the interview.
2. Choose a neutral area to conduct the interview.
In order for the job candidate to feel comfortable and have the best interview possible, choose a conference room or office with a table where you and the job candidate can sit across from each other. Often, conducting an interview at your desk makes the interviewee feel a bit inadequate or as if you are already the person in charge.
3. Make a list of questions and concerns before the interview.
For most employers or hiring managers, they find that their time is used more efficiently if they have a list of pertinent questions prepared beforehand. These questions can be used for each candidate that applies for the job, and helps save time so that you can flow from one subject to the next.
4. Avoid topics that infringe on the candidates privacy.
During a job interview, it is against the law to ask questions about weight, religion, disability, marital status, etc. unless the questions are essential to the position. For example, those responsible for hiring a church minister may ask about religious background. If you are hiring for a cost accountant or IT technician, avoid any and all personal questions.
5. Ask for examples.
You probably know that during the interview, you will ask many questions regarding a candidate’s past job experience and skills. When a candidate states their talents or accomplishments, ask them to provide a specific example of how they used their skills in past employment, and the results of their efforts.
6. Give the job candidate time to learn more about the job requirements and company in general.
When conducting an interview, you will ask most of the questions. However, be sure to give the applicant plenty of time to ask any questions related to the position as well, and offer a little information about the company and the job requirements.
These guidelines explain how to conduct an interview. Whether the candidate lands the job or not, it is considered professional and courteous to call the applicant once a decision has been made, whether they were chosen for the job or not.
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