Dear Interviewing Managers, it’s time to wonder if your interview sessions have larger impact and why should you be mindful and structured when in one
Let’s start with the START.
A job interview is not only a conversation between a you as employer and a job applicant but a crucial opportunity to display organisation’s culture and visions. Typically, an interview comes later in the stage of candidate screen, once the basic criteria and tests have been checked off the list. During the
conversation, the employer has the opportunity to appraise applicant’s qualifications, appearance and general fitness for the job opening.
Naturally, setting the right tone and environment during the interview will allow the assessment to be as accurate as possible. After all, a lot is riding on it. But how do we do that?
Start on a positive note…
Greet, introduce and maybe even smile. Remember, an interview is not only helping you assess a candidate but also giving them a glimpse of your company’s culture. Do keep in mind that you should make the interviewee feel as relaxed as possible to elicit the best response from them. A good interviewer
is welcoming, conversational, and considerate.
Respect candidate’s time and effort…
There are times when the candidates may take much more effort and spend lot of time to make it to the interview discussion, than what it seems. Respect and appreciate that. Be punctual and maintain a friendly demeanour. This will allow the candidate to feel comfortable and confident
Be prepared…
It always helps if the interviewer has done fair amount of study, both of the job requirements and the candidate profile. The quality of questions will remarkably improve if the interviewer is better prepared. Thus leading to a fruitful and conclusive conversation.
Keeping biases under check…
Avoid branding candidates based on your past experiences. Every person is unique and so might be their way of expressing. You may even need to bear the attitude sometimes. Talented people know what they want to do and they don’t shy away from sharing that. Good listening skills can come in very handy to understand what exactly is the candidate trying to share.
Close interview positively and mindfully…
Always conclude the conversation by giving the candidate the opportunity to ask questions. Moreover, be nice to the candidates that you are rejecting. Not only would they appreciate it, but it will help you build and maintain a good brand image in the market. You surely need that to keep attracting talented
workforce.
