Interviews aren’t complicated, but, the way you conduct your interview could mean the difference between hiring a stellar employee or one who’s just not quite right for your business.<\/p>\n
\u200bWhether you\u2019ve been conducting interviews for decades, or you have just started, you\u2019ve come to the right place.<\/p>\n
If you\u2019re wondering how to find the best staff, assessing your interview process and procedures is vital. You want to make sure you\u2019re asking the right questions and preparing to set yourself up for success. It is a waste of everyone\u2019s time if you end up hiring the wrong person based on how the interview went.<\/p>\n
So, keep reading to learn how to conduct an effective job interview for manufacturing <\/a> , insurance <\/a> or any other Specialist recruitment. <\/a><\/p>\n Before the interview, make sure the job description and job ad express what the role entails. This requires you to have a sure understanding of what you\u2019re looking for in a new employee. Having a clear description will help the candidate adequately prepare for the interview and ensure you\u2019re both on the same page about the role.<\/p>\n \u200b<\/p>\n Don\u2019t waste time asking about things that are already stated in their resume. You want to use the interview as a chance to dig deeper into things they haven\u2019t shown on their resume. Consider asking:<\/p>\n \u200b<\/p>\n This is your chance to quickly assess whether the candidate is worth having an hour-long conversation with. Save yourself time. Ask basic questions which will help you rule them out or progress them to a face-to-face interview. Good questions will assess non-negotiables, for example, if you\u2019re trying to fill a full-time role, you want to know if the person is available for those hours.<\/p>\n \u200b<\/p>\n Help the interviewee feel more comfortable and show that they\u2019re valued by giving them your full attention. This means turning your phone on silent and clearing your schedule to minimise interruptions. You want to give a good impression of both yourself and the company. Remember, the candidate is interviewing you too \u2013 especially in the candidate short market we are currently facing. Reading the candidate\u2019s resume before going into the interview is another way of making them feel valued because it makes the candidate think you\u2019re interested in them.<\/p>\n Take notes every time something significant is mentioned. This helps the candidate feel like they are being heard.<\/p>\n Top Recruiter Tip: Print the candidates resume and use it as a prompt if you need to in the interview.<\/p>\n \u200b<\/p>\n Effective job interviews start with an introduction of yourself, the interviewer, the role and the company. Set the tone for the interview at this stage \u2013 being too serious or too casual can make the interviewee feel extra nervous or lead them to not take the interview seriously. So, find a balance. An introduction explains what is expected of the candidate and will give them a sense of guidance which can help to calm their nerves.<\/p>\n In the interview, you should also explain the role in more depth and the type of person you\u2019re looking for so the candidate can determine if the job is right for them.<\/p>\n \u200b<\/p>\n Consider the type of role you\u2019re hiring for and the person you are interviewing. You want to tailor your questions to suit both. You wouldn\u2019t ask an accountant to sell you something and you wouldn\u2019t ask an entry-level candidate to explain how they would reward their employees for doing great work.<\/p>\n As we\u2019ve mentioned, ask questions that will help you dive deeper into the details stated in the candidate\u2019s resume. Ask open-ended questions that allow for explanation and conversation.<\/p>\n Have a set list of questions that you will ask every candidate who applies for the same job. This will help you assess each candidates\u2019 answers based on the same question. Your future self will thank you when comparing candidates. However, this does not mean you can\u2019t ask questions off the cuff \u2013 sometimes you\u2019ll need to ask candidates to explain something further, or an answer will take the conversation in a different direction.<\/p>\n \u200b<\/p>\n Candidates are most likely in the process of interviewing for multiple roles. Be realistic with the timeframe you give and make contact if it will be pushed out. Keeping lines of communication open gives you time to assess other candidates, while other applicants stay engaged. A candidate who is waiting with no communication is going to accept another role.<\/p>\n \u200b<\/p>\nCreate a clear and specific job description<\/h2>\n
Read the candidate\u2019s resume before going into the interview<\/h2>\n
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Phone screening interview first<\/h2>\n
Build rapport with the interviewee<\/h2>\n
Set the tone with an introduction<\/h2>\n
Ask the right questions<\/h2>\n
Let the candidate know when they should expect to hear from you<\/h2>\n