How to conduct a job interview when applying for a job?
- Prepare for the interview
- Analyze the results of the interview
You will be interviewedseveral candidates for any office - that's why you are interested in articles on the topic, how to conduct an interview for employment. And it is absolutely the right move, because it affects the benefits brought by the future employee. If you spend a bad interview, the position may be unoccupied or occupied by non-professionals. But in the case of the proper organization of interviews with candidates, you likely will be able to find the one you were looking for. What you need to do?
Prepare for the interview
Internet is full of headlines about howthe applicant needs to prepare for a meeting with the employer. However, the person conducting the interview is also required some preliminary steps. Simple conversation on "why you want to work in our company," is not enough: you need to fully appreciate the potential employee: check the level of his skills, get acquainted with the personal and professional qualities, etc. ... Without all this, you will not be able to weigh all the "pros" and "cons", and make the right decision about the employment of a person.
That is why you can not prepare for a job interviewride. It begins with the creation professiogram - so in a professional psychological jargon is called the complete job description and requirements for workers involved in it. What a strict sample does not exist, but it should include the recommended age, gender, social status, educational requirements, professional responsibilities, necessary business (team work, good memory, analytical skills, and so on ...) and personality (accuracy, stress, self-reliance, responsibility, etc.) quality. It is advisable to assign each of the features of the mandatory level - one mandatory two - preferably three - not necessarily, but it would be a plus.
Once you have decided on the waythe ideal employee, we recommend that you make a list of questions and activities designed to test listed in professiogram skills and qualities. Many of them you can appreciate just having observed the applicant and ask him a few simple questions. But to define some features you may need special psycho diagnostic methods, which will be discussed later.
So, you have decided on those you need. In your position to respond than a dozen people, and many of them want to meet you in person. Make a detailed list of these people and decide the time and place of the interview. Of course, this should be a separate, well-lit and fairly the equipped office - then you and the competitors it will be comfortable, and no one will distract you and pull. It is necessary to invite all to the time (estimated duration of a standard interview twenty or thirty minutes, but it could be more or less - depending on the circumstances). Take care seating in the hall - just in case, if someone comes before, and he did not have to feel uncomfortable while waiting.
Organizational points behind and in front of youclose is the direct interviewing. The right will not start a conversation with the issues related to the job, but with some common themes or joke - it is important to establish contact. Not worth while talking to duplicate questions, the answers to which are specified in the summary - rather spend time on more important and interesting things. During a call, you can tag your writing in a notebook the key points of your conversation - certainly notice to the applicant.
What measures need to be included in the holdinginterviews? Of course, the issues relating to the professional experience and responsibilities at the previous job. Unfortunately, there are attempts to deceive the applicant's employer, and something to embellish. Fortunately, it is easy to overcome: you only need to ask the candidate several narrow-profile issues. If a person is really doing this, he will be able to find more or less adequate answers. And if not, he will say something vague or simply wrong.
A good step would be questions concerning descriptionresponsibilities and projects in the applicant's previous posts. Let the candidate tells you that he has done, and then you give it a few clarifying questions: What has been achieved or how many people were involved in the project. The applicant, to implement the project, remember the dates of your parts easily, and they do not contradict each other.
Many candidates prefer to embellish theirworking skills. If you are not the first time to conduct interviews, you probably faced with the fact that the applicant indicated in the summary "excellent knowledge of English", and in person can not clearly tell about yourself on this very language. And if the test this skill does not take long, then what about the rest? For this there are special keysovye tasks that should prepare in advance a specific head of unit in the organization. A good candidate must successfully deal with their decision.
Agree, welcome to the employer isthat quality as the ability to work independently - its so hard to find at competitors! In order to evaluate it, try to ask the candidate several situational questions concerning, for example, levels of coordination in a previous job, or difficult situations with which the applicant was able (or not able) to cope.
With the candidate should definitely talk about thoserecommendations, which he provided - they are often evidence of professional abilities and skills of the applicant. Most often, they are positive, because some people will suffer a potential employer a negative recommendation! However, it happens sometimes, and in these cases should be taken with a grain of salt to the professional characteristic, has worked in the company of a lot of time: perhaps a recommendation reflected the emotions associated with the loss of a valuable frame. Much more productively will ask about the extent of its powers and work achievements.
Do not forget to close by the end of the interviewto propose candidates to ask their questions. Firstly, it is a courtesy, and secondly, it is also necessary to obtain some information on the interview, and, thirdly, so you can best observe the activity and initiative of the applicant.
The person conducting the interview shouldfeel respect for each candidate applying for the vacancy. That is why it is so important at the end of the interview to announce at least some preliminary results (not limited to dry, "we'll call you"). Even if this is the accepted standard in the company, it is frustrating and makes him the candidate to seek another job. Therefore, if you want to keep the attention of the applicant you are interested, be sure to let us know what he prevailing opinion and you agree on options for further cooperation with him.
Analyze the results of the interview
Proper analysis of the results of the meeting - this oneof the keys to how to conduct an interview. Get to each candidate a separate file, which will reflect the main results - this will help you to quickly and easily navigate through the large number of applicants for the position.
First select the candidate of your compliancethe most essential requirements. As a rule, it happens education, the availability of professional knowledge, experience, communication skills, the general level of intelligence, and maybe something else. Note the presence or absence of each of the candidate of these things.
An important step in the analysis of the resultsthe interview is to assess the business and personal qualities. You will again come in handy professiogram compiled in preparation for the interview. Open it and list the characteristics that assessment has been available to you in the process of direct observation. Each quality assign important factor - from one to three. Next, estimate the expression of these qualities in a candidate on a scale. Amounts points multiply the importance coefficient and calculate the final amount. It is this figure will be very useful for people who all rely on rational arguments and mathematical calculations.
If you used special tests notRemember to invite a specialist, who will help you interpret the results. Of course, you can try to do it yourself, but remember that many psycho diagnostic questionnaires is much more complicated than the proverbial sum and scoring - their interpretation associated with knowledge test of the deep structure, which usually do not have people without higher psychological education. However, you can use these figures as a secondary source of information.
Analysis of specific cases may alsorequire the involvement of a specialist versed in the area in which people will work. If the expert - that's you, then we can do without outside help. You will only need to analyze the results of the candidates on the following items:
- How effective solution to the problem found?
- What drew the candidate when searching?
- Is the solution found economical and least energy-consuming?
- whether the candidate saw other possible solutions and how he said it?
And finally, the most difficult thing that you willto do - is to make a decision about hiring on the basis of the analysis of the interview results. Some employers fall into a stupor when this need, because they feel that their decisions depend on absolutely everything. This also happens (when closed vacancy top manager, for example, and it may increase the company's profits doubled, and may destroy it), but the error is not so fatal in many cases.
Yes, of course, better to immediately find the idealemployee. But, unfortunately, they are very rare in nature! And all you have to do - is to choose from a far imperfect people for someone who can bring real benefits to your company. Of course, you can do it - if you apply in practice what we have told you.</ P>