Your candidate has arrived on time. They look sharp, have a firm handshake, and look you in the eyes and smile as they introduce themselves. This person is perfect...right? Maybe not. There are several reasons why we interview, but the biggest one is the simple fact that things aren't always what they seem.
You want to start your interview with casual small talk to attempt to ease the nerves of your candidate (interviews can be scary!!). Be aware of your candidate's body language. Without even asking a single question you can generally identify several character traits that can let you know a lot about the person. If your candidate seems like they are very nervous, start with questions that allow them to easily "brag" for a moment. This will typically boost their confidence enough for you to get a better read through the interview.
As you are asking your "core value" focused questions, trust your instincts. If you don't feel you got a sufficient response to a question, dig deeper with more probing questions. Also, if a candidate's response ever raises a "red flag" to you, always ask more questions until you are satisfied. If you still can't get a satisfactory response, this candidate is most likely hiding something that would bar them from getting an offer. Be aware of this and make appropriate notations.
If you have retrieved enough information that you feel you can make a good decision, begin to close your interview (this can sometimes happen very quickly, don't feel obligated to have a long interview if you do not have to). Ask the candidate if they have any questions. Explain to them your companies hiring procedures. Inform them that you are working with a few more candidates, and after discussions with your supervisor you will contact them with your next move. Give the candidate a specific date, and call them by that date.
"Do's and Don'ts"
Do be professional...you are representing your company
Do take notes
Do ask as many questions as you feel necessary
Do thank them for meeting with you.
Do refer back to your notes
Do have knowledge of Equal Employment Opportunity laws. There are several topics that absolutely and legally can not be discussed (race, gender, religion, disability, etc.). **Most companies provide guidelines to these topics regarding interviewing.
Don't "lead" their answers...this generally happens when you like the candidate, but they are not qualified for your position.
Don't do all the talking. They should be speaking about 75% of the interview.
Don't interrupt. Let them finish, and even give them a pause before you speak again to make sure they are done. (you would be amazed what people will say to fill silence!!)
Don't imply that they are hired.
Don't conduct the interview in the food court or at a Starbucks. Distractions are bad for you and the candidate
Good Luck...and Happy Hiring!!!
You want to start your interview with casual small talk to attempt to ease the nerves of your candidate (interviews can be scary!!). Be aware of your candidate's body language. Without even asking a single question you can generally identify several character traits that can let you know a lot about the person. If your candidate seems like they are very nervous, start with questions that allow them to easily "brag" for a moment. This will typically boost their confidence enough for you to get a better read through the interview.
As you are asking your "core value" focused questions, trust your instincts. If you don't feel you got a sufficient response to a question, dig deeper with more probing questions. Also, if a candidate's response ever raises a "red flag" to you, always ask more questions until you are satisfied. If you still can't get a satisfactory response, this candidate is most likely hiding something that would bar them from getting an offer. Be aware of this and make appropriate notations.
If you have retrieved enough information that you feel you can make a good decision, begin to close your interview (this can sometimes happen very quickly, don't feel obligated to have a long interview if you do not have to). Ask the candidate if they have any questions. Explain to them your companies hiring procedures. Inform them that you are working with a few more candidates, and after discussions with your supervisor you will contact them with your next move. Give the candidate a specific date, and call them by that date.
"Do's and Don'ts"
Do be professional...you are representing your company
Do take notes
Do ask as many questions as you feel necessary
Do thank them for meeting with you.
Do refer back to your notes
Do have knowledge of Equal Employment Opportunity laws. There are several topics that absolutely and legally can not be discussed (race, gender, religion, disability, etc.). **Most companies provide guidelines to these topics regarding interviewing.
Don't "lead" their answers...this generally happens when you like the candidate, but they are not qualified for your position.
Don't do all the talking. They should be speaking about 75% of the interview.
Don't interrupt. Let them finish, and even give them a pause before you speak again to make sure they are done. (you would be amazed what people will say to fill silence!!)
Don't imply that they are hired.
Don't conduct the interview in the food court or at a Starbucks. Distractions are bad for you and the candidate
Good Luck...and Happy Hiring!!!
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