Understand the position you need to hire
The first thing in interviewing skills is to understand the jobs that the candidate will do when officially accepted. In addition, you should state the job requirements and qualities of the candidate that are required to have when sitting for this position.
Not only do you understand these issues, but the recruiters that day must also know these things. Agree on the ideal role model with other employers or coordinate the questions to choose the right person for the job.
Employers should prepare questions to ask
Based on the criteria of the vacancy, you should ask relevant questions to consider the candidate's ability effectively. As follows:
General questions
These questions are often to clarify the candidate's basic information that is clearly stated in the CV such as the field of study, achievements or why you are applying your CV to the company.
Absolutely do not ask questions related to the private life of the candidate such as gender, religion, height, weight, etc.
Behavioral questions
This is the part that makes recruiters interested because through the questions they will know the real ability of the candidate. Some questions such as: What is a situation that confirms you are a creative solver? or, What were your previous jobs?
Hypothetical questions
For those who do not know themselves well, behavioral questions make them awkward and do not know how to answer even though they are good and competent people. Therefore, you can replace it with hypothetical questions such as: What will you do when you find out that an employee in your company has stolen? / What do you do to resolve your conflict with a colleague.
Pressure questions
When asking these questions will make the candidate pressure, stress and from there you will see their solution even if it is "hot oil". For example: Are you really qualified?/What's your reason for applying to our company?…
Know the structure of an interview
To select the best candidate, there should be 2 or more people participating in the interview. The structure of a professional interview includes:
Introduction: Creates intimacy between the employer and the candidate.
– Ask interview questions: Follow the sequence of questions shared above and employers should also be flexible while asking questions.
– Summary: Create opportunities for candidates to ask questions and state their aspirations
– Give a small test (if necessary): To confirm the selection of candidates.
Building a rating system
To choose the best candidate, you should evaluate based on many different factors. In order to ensure accuracy, using the assessment table according to the competency framework is the most correct and accurate choice.
Hopefully with the above 4 job interview skills, you can already choose the perfect new employee company.
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