How to improve the job interviews in your company

Recently, Jason Hanold posted information for those aspiring to a job in Master the job interview. In this article you can learn some methods for conducting job interviews that your company could use to be more effective in selecting new recruits. Follow this Link if you are interested in finding the author in LinkedIn profile.

While job seekers may feel like the pressure is all on them during an interview, those hosting the interview also bear some responsibility for the success of the discussion. Your goal as employer is to hire the best people you possibly can, and that means your interview should be the best it possibly can. The stakes are simply too high to do otherwise. So in order to improve the job interview process in your company, first you need to better understand what it is about, and the receive some valuable tips that you could implement in your company’s process.

A job interview consists of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Many recruiters and hiring managers, see interviewing as a necessary evil, and not as a critical skill. In fact, despite the long length of their tenure, their extensive industry experience or their large team size, many recruiters and hiring managers admit that they feel they still need to improve their interviewing skills. Interviews are one of the most popularly used devices for employee selection, and typically precedes the hiring decision.

The first thing a good interviewer needs to realize is that preparations for the interview process start long before you sit in a room with a potential candidate. If you fail to nail this down what is required of the perfect candidate before the interview stage, the battle for great talent is already lost. Then, you need to ask yourself what personalities traits, attitude and mentality, does the candidate need to have in order to fit in culturally in the company.

To start making preparations for the interview, consult with at least one expert in the matter, to generate a specific list of the most important aspects of the job and what is required to perform it successfully. Then, prepare questions in advance, ensuring that information obtained from candidates is relevant and comprehensive. This method also helps avoid irrelevant content. Asking uniform questions makes candidate responses more directly. And leave the questions from the candidate for after the conclusion of the interview, allowing engagement on a more personal level.

Job interviews are stressful for job seekers intentionally so. They have to face challenges designed to prove that they’ll be a great employee, can perform under pressure, and show that they will fit in without seeming overeager. Your company can lose out talent by asking the wrong job interview questions. Here you can find some of them that you should avoid:

“Tell me about yourself”

You should avoid it, because as the hiring manager, you should already be familiar with this information. This question signals that either you haven’t taken the time to read the resume he worked so hard on, or that you can’t think of more customized questions to get to know him. If you can’t take a few minutes to read the resume, he would believe that you won´t take the time to give him the support and guidance he deserves from an employer.

“Tell me your biggest strengths, tell me your weaknesses”

While it is important to learn about a candidate’s strengths and weaknesses, there are better and more unique ways to get that information.

Impossible questions

These kind of questions are used to see how candidates handle pressure and solve problems creatively, but over the top questions will scare away great candidates. Keep hard questions as closely related to the position as possible, focusing on scenarios that would be extreme, but could still happen. Those questions that make them feel like they’re being set up for failure do not send a positive message about the company.

The interviewing process is an integral part of the recruiting. Start to prepare for interviewing early in the recruitment process and never leave interview questions to chance. Familiarize yourself with the candidate’s CV before meeting them in person and customize your interview questions accordingly. Listen attentively to what your candidate has to say and how they say it. Remember to pause after important questions and let the candidate elaborate on his experience. Doing so will give you a better understanding of the person in front of you and their potential as a future employee. And finally, if you think you are sure about a candidate, give yourself one more chance to be absolutely positive that you’re making the right decision. Hold another interview.