A job interview is not something you should do quickly. Hiring the wrong people can be a headache – and expensive – so it's important to use the interview as a way to separate the good from the bad. Doing research on the candidate, asking the right questions and creating a friendly atmosphere can help you get a clear picture of whether the person is the right person. Please keep reading to learn how to interview someone successfully.
Step
Method 1 of 3: Prepare to Evaluate Candidates
Step 1. Do some background research
You have a cover letter and resume that present information that is said to be factual. Before the candidate enters your office, take the time to verify the information he or she provides. The job market is tough, and it's not impossible for candidates to embellish their resumes a bit to outperform a dozen others applying for the same job. Doing research beforehand is a way of preparing for an interview so you can ask specific questions rather than just asking general questions without preparation.
- Contact candidate references. Ask questions that specifically relate to information from resumes and cover letters.
- Do some research online. Search for the person on google and check LinkedIn, if their profile is public.
- If you know someone who knows the candidate, casually ask a few questions about his or her job history.
- Do some research on the companies the candidate has worked for in the past – you can find out a lot about what the candidate might bring.
Step 2. Have a solid understanding of what qualifications you are looking for in a candidate
The purpose of the interview is to find out a candidate's personality and determine if he or she is a "suitable" choice. This is your chance to find out more than is presented on paper. You're probably interviewing five people with exactly the same level of education and experience, so it's time to think deeply about what you need from the candidate to be hired. What kind of person would do the job well? What will make one person stand out from another?
- Are you looking for someone with a great personality who will push traditional boundaries? Would it be better to get a serious and hardworking type who can be relied on to always get the job done well? Find out what work style you want from a candidate.
- Decide if you need someone who is detail-oriented or a thinker who concentrates on the big picture.
- Think of the person who previously held the vacant position. What's good, and what isn't?
- Remember that being compatible with other people is not a sufficient reason to hire them. You have to be sure that the person will do a great job. There are lots of people who make great first impressions, but get slack off when it comes to work.
Method 2 of 3: Conducting Interviews
Step 1. Start with some common questions
After introducing yourself and exchanging pleasantries, ask general questions directed at verifying information in resumes and cover letters. This helps you as well as the candidate enter the interview before going deeper with more complicated questions. Make sure the candidate's answers match what you know from your research.
- Ask how many years the candidate worked with the last company, and why he left.
- Ask the candidate to describe the position in the previous place.
- Ask the candidate to talk about relevant experience for the position he is applying for now.
Step 2. Ask behavioral questions
Learn more about how candidates handle professional situations by asking them to provide examples of situations that demonstrate some of the skills and attitudes you're looking for. The answer to this question will reveal a lot about his work style and abilities. In addition, behavioral questions have been shown to elicit honest answers from candidates, because these answers are based on concrete experience.
- Make skill-specific questions. For example, "Tell me about a time when you used creativity to come up with a solution to a confusing marketing problem." When you just ask, "Are you creative?" You'll probably only get answers that give you the information you need.
- Behavioral questions can also tell a lot about a candidate's personality. Asking a candidate to tell you when he or she was faced with an ethical dilemma, for example, can lead to interesting answers.
Step 3. Put the candidate in a difficult position
Some interviewers like to ask a few questions that make candidates uncomfortable, to see how they handle stress. If such a situation will be encountered on the job, you may want to know if the candidate will have a hard time.
- "Why should we hire you?" is a classic tense question. But many candidates have prepared answers to this question beforehand, so you may want to ask a more complex question by saying something like, "I see you have no experience writing press releases. What makes you think you're the right person for a public relations position?"
- Asking probing questions about why he or she is no longer with the previous company also gives the candidate a chance to shine or give up under a bit of pressure.
- Uncomfortable hypotheses such as "What would you do if you witnessed a colleague exhibiting unethical behavior?" would also be useful.
Step 4. Give the candidate the opportunity to ask questions
Most people prepare a list of smart questions to ask the interviewer, so you should be prepared to provide answers. If the candidate says, "I don't have any questions," that in itself says something; You may question the person's interest in the prospect of working for your company.
- Prepare specific details to share with the candidate. Hours of work, benefits, salary, specific duties, and any other information that may arise, so make sure you have an answer ready, even if the answer is, "We'll talk about that later."
- If the candidate asks something like, "What are my chances?", don't give him a hopeful answer unless you are 99% sure that you will offer him the job.
Step 5. Tell the candidate what the next step is
Let him know that you will be in touch in the next few days or weeks, regardless of the outcome. Thank the candidate for coming to the interview, stand up, and shake hands. This is a signal for him to leave.
Method 3 of 3: Using Effective Strategies
Step 1. Make sure you conduct a legal interview
It is against the law to discriminate against applicants based on race, gender, religion, age, physical disability, pregnancy, nationality and other factors. Don't ask questions geared towards finding out information in any of these areas. Here are some common questions interviewers ask, even though they shouldn't be:
- You shouldn't ask a woman if she is pregnant, or if she plans to have a family in the next few years.
- Don't ask if someone went to church or grew up in what religion.
- Don't ask someone's age.
- Don't ask if their health problems will affect their ability to work.
Step 2. Don't talk too much
If you talk about yourself or your company all the time, the candidate won't get a chance to talk. You may find it an excellent interview, and then realize that you are not getting any new information. Ask questions and let the candidate say more in the interview.
Step 3. Build a relationship
You will get more information from the candidate if you are friendly, warm and engaging. Taking a rigid approach will lead some people to shut down and answer questions warily. Encourage openness and honesty through your body language. Smile, nod, and don't frown if the candidate stutters or has trouble answering questions.
Step 4. Represent your company well
Remember that the candidate has a choice as to whether he or she will accept the job if offered. You may find that people are reluctant to take jobs when the company itself is not a great place to work, or when you appear to be an unpleasant manager. The winning cards aren't all yours, so don't flaunt your power during the interview.
Step 5. Take notes and check answers
Record important information during the interview, so you can check back if needed. If the candidate gives you details about a major project he or she worked on for a previous company, it's a good idea to contact the referrer again to check that the information is correct.
