KEY POINTS:
- BE WELL PREPARED
- WATCH AND LISTEN CAREFULLY
- SELL THE JOB IF YOU LIKE THE CANDIDATE
IN A NUTSHELL
Interviewing candidates to fill a vacant position is an important responsibility for a manager. When done well, the result will be the successful recruitment of excellent employees.
Think about the questions you want to ask. ( I have a few suggestions at the end of this chapter)Review carefully the papers of the applicant so that you do not have to refer to them in the interview.
Watch the body language, the subtle messages that the person is communicating. They are part of the gut feeling that you have of the candidate.
At some point, you will know that this is a person you want or not. If you are interested, start selling the job. Talk about the attractive aspects of working with the company.
Based on my experience, I will now identify some useful tips on how to conduct professional level meetings with prospective candidates.
BE PREPARED
Review all the materials regarding the candidate beforehand. Have the file with you for reference. Be sure to include any other documents that you need to refer to such as the job description. You may also want to bring some materials for the candidate to review later.
Do not flip through the papers, reviewing the resume, while speaking to the candidate.
THE INTERVIEW LOCATION
Use a conference room or interviewing room if you have one. Do not use your office. It is useful to sit together with the candidate at a table. No interruptions should be permitted. This includes cell phones and assistants pounding at the door.
START WELL
Make the candidate feel welcome. Start with some small talk at first. Explain the process and then start with an open-ended question. “Tell me about yourself” is a very common one.
Ask questions about what he/she says like “Give me some more details on that.” Or “Could you give me an example?”
Strive for a relaxed, friendly conversational environment. I believe that you will learn more when the candidate is relaxed and comfortable.
ALLOW PLENTY OF TIME
The length of time and the number of interviews depends on the importance of the position. In any case, plan to have adequate time to learn what you need about the candidate. Some thought about the pace and structure of this meeting is helpful.
SELL THE JOB
In the closing part of the interview, if you like the candidate, start selling the position: benefits, work environment, the nature of the position.
Managing in English