Interview Properly in Order to Hire Properly

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As an interviewer you have to know what to look for in an interviewee in order to choose the person who is best suited to the position you have available. Shaking the hand of the candidate should give you some idea as to the person’s level of confidence, poise and enthusiasm. You should ease into the interview carefully. Always ask open ended questions to learn as much as you can about the individual. It helps to pay close attention to nonverbal cues as well.

Once you have created a short list of ten candidates to call in for interviews in your small business, you then need to go about the process of setting up the interviews and preparing yourself in advance.

There are various ways to make the interview process go as smoothly for you as it does for the interviewee. One of the first things you should do after making the calls is to draw up a list of basic interview questions. Keep the list on your desk in front of you during the interview. Do not read from it verbatim but keep to the general questions you have created to help form the structure of the interview.

The Start of the Interview

The first few seconds of the start to an interview are especially meaningful. Go with your instincts but also give the person you are interviewing a chance to become known to you. Shake the person’s hand and from the handshake you should be able to pick up on cues regarding the candidate’s enthusiasm, level of poise and confidence. The qualities you should watch closely for include a neat and clean appearance, a friendly and open manner and excellent communication skills.

Source:http://www.douglas.bc.ca/services/co-op/job-search-tips/actions-words.html

Start Slowly and Ease Into It

The interviewee is no doubt feeling very nervous and uncertain so to make the person feel as much at ease as possible, ease into the bulk of the interview slowly by bringing up small talk such as the weather or another neutral topic. This helps to break the ice and alleviate tension. Another excellent way to ease into things is to begin by giving some background on your company and describing the plans you have for it. It helps to describe your business to give the candidate a framework of reference and to explain what the job involves.

The Heart of the Interview

During the heart of the interview you will need to ask questions in a variety of general areas, including inquiring about the candidate’s educational background and/or training, work experience, skills and other jobs the person has held. Always ask open-ended questions that invite a detailed response as opposed to “yes” or “no” type questions. For example, asking the candidate if they are detail oriented will lead to a simple yes or no answer. However asking the person to describe a situation where they had to pay close attention to details is much better. Once the answer is given you could follow it up by asking, “How did that situation turn out?”

Specific questions can lead to a better understanding of the candidate you are interviewing. For example it is wise to say to the candidate, “Tell me about your last job.” From the answer you are given you can glean such things as whether the person has a positive or negative attitude and what his or her self-confidence level is, not to mention whether they show signs of competency or not.

The responses you get to questions that force the candidate to dig deep will also provide a mirror into the person’s level of knowledge, feeling toward superiors and their sense of humor.

Nonverbal Cues are Clues

As you conduct the interview, pay close attention to other things besides what the candidate has to say. Look for nonverbal cues. Is the person fidgeting and glancing about the room nervously? Do they appear alert and interested or are they slouching and yawning? Is the person’s clothing and hair clean and neat? If a candidate wears a wrinkled shirt or a stained pair of pants this does not send the message that they care about getting the job.

End of the Interview

Always allocate time at the end of an interview for any questions that the candidate may have. The questions asked can provide insight into how much the candidate really knows about your business and what he or she has picked up from you during the course of the interview. Make sure you give the interviewee an indication of when they can expect to hear back about your decision. Always be considerate to the other person by keeping them informed.

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