One may think that taking an interview is so much easier than actually giving an interview, when in fact, being on the other side of the table is not as easy as it looks. If you are an employer and you care for your organization, you would want to take on the best talent possible right?
With a huge number of individuals to choose from, it becomes hard to decide which person fits the bill perfectly. Here are a few tips that employers and hiring executives could use in order to recruit effectively.
With the usual load of CVs and resumes coming in, screening all of them can be tricky and a hassle. Make sure you have a word with the people responsible for screening and making calls by letting them know exactly what qualities and strengths you are looking for.
Handing over a preplanned criterion to this department effectively can filter out the best potential candidates for employment. Some organizations opt for virtual screening of these employment requests. If this is the case, make sure you keep updating and keep a check on the keywords being set by your programmer. With the passage of time, the job requirements change according to the changes within the organization. Make sure you have a keen eye about these changes and the respective screening according to it.
Once you send out a notification about the job-opening, make sure that you are clear and concise in the specificity of the job requirements, the documents needed and all technical details. You do not need to waste time by following these technicalities after the hiring process.
Before the interview is conducted, make sure you allow yourself some time to read the potential candidates’ curriculum vitae or resume. Your questions will be based on the facts listed in this documentation. Though the CV is not the only thing that tells you the qualities and strengths of an individual, you get a better idea of what to expect and how to begin the meeting if you have prepared beforehand.
One of the best ways to formulate and analyze a candidate is to compare their CV or resume according to your pre-defined set of requirements. This way, you can construct questions according to the few doubts you may have regarding this.
Planning is key! You should treat all prospective candidates equally and in order to maintain that, you need to design a proper interview strategy. List down the questions that you need answers to with respect to the position being offered. Set a specific time limit for the interview. Though a number of questions will be based on the answers provided by the candidate, you should have an idea about the qualities required and the capability to make an effective judgment.
Be logical and avoid sending the interview in a wayward direction. You are looking for a specific employee regarding the specifics of a certain job position.
Though prospective employees are told to make a proper first impression by following a professional dress code, etc, being an employer, you also have to follow a professional work ethic. Make sure that the time and venue you choose for the interview is suitable, comfortable and professional. Offer them refreshments and exchange a few pleasantries to relax them. Creating an uncomfortable environment for a potential employee may show you the worst side of them instead of the best and you may end up losing the best man/woman for the job.
Once you have analyzed the candidate according to your strategy, wind up the session by asking if they have any specific questions regarding the organization. Let them know when they can expect a notification of the final outcome.
According to studies, non-verbal communication generates a greater impression than the spoken word. The way you are delivering your questions and answers is a deciding factor in most cases. Being able to listen to what the candidate is saying and pairing up the response with the non-verbal communication exhibited by him/her will help you make the best decision.
Eye contact, facial expressions, speaking style and response time should be part of your observation as well. You want to hire a confident candidate, not someone who is over confident or over cautious. If the candidate asks you to repeat the question, appreciate his/her confidence in knowing when to stop rambling and get directly to the point.
A number of candidates tend to get nervous, which is why they may tremble a bit. Try to relax them with a few simple questions and light hearted jokes before getting to the serious questions. This way, you have a chance of viewing the potential of the candidate.
There is no need to exhibit a superiority complex when conducting an interview. A number of prospective candidates are highly perceptive to the professional environment of the organization. If there is any way that they feel that they will be undermined while working under you, they may reject the offer. Always, always be professional and polite. Organizations that are fee of unruly factors like office politics have a greater chance of recruiting candidates that are motivated to perform better, eventually contributing to the growth and productivity of the organization.
Recruiting employees for specific positions can be both tiring and interesting. Conducting these types of interviews allow employers to judge the changes within the market with respect to the subjects being taught at school.
There are many things to learn and teach when working in this venture. If you feel that you can enlighten us with your experiences, please feel free to share it in the comments, your opinion will be highly appreciated. If you want answers to any questions or queries, feel free to contact us on www.graduzone.com and we will be more than happy to be of assistance!