EFFECTIVE INTERVIEW TECHNIQUES

EFFECTIVE INTERVIEW PROCESS

Recruitment often starts from ad posting, resume gathering, resume screening, then followed by the interview and testing.

Most of the time testing alone does not give the whole view of the applicant’s qualification hence the need to interview. However, oftentimes interviews were not done seriously but done only for the sake of formality. That should not be. Interviews are an essential part of the selection process.

WHAT TO CONSIDER BEFORE THE INTERVIEW

Some well-established HR Department has their own Recruitment planning prior to posting the job ads. Such planning is equally important before doing an interview. In recruitment planning, following are considered: job specification of the vacant position; how much manpower is needed to fill up the position; a ranking of the most important qualities, characteristics, skills and education that a successful candidate should possess.

HOW SHOULD WE INTERVIEW?

A talented interviewer tends to get or draw more information from the candidate through a sharp and intellectual probing. Listening skills is not to be taken for granted, too. Once an interviewer listens carefully from what the candidate is saying, he/she may be able to prepare the next question in mind.

A great interviewer should be able to extract extremely predictive and accurate data from the candidates. ( In case , you have forgotten what to draw from them – go back to your recruitment planning – what is it that you want for the candidate to have  in order to perform the job effectively? )

INTERVIEWING TECHNIQUES

Below are the skillful techniques in interviewing:

·         Behavior – centered –It is about what he did , said and thought after a certain work relate incident; about what he felt or simply about the candidate , himself or herself.

·         Experience – centered – concentrates on what actually happened. How did he/she performed his job in the last employment.

PHASES OF AN INTERVIEW

1.       First Phase – Putting the candidate at ease or building up a rapport with the candidate. This is an important phase in order to move the interview into a free-flowing mode.

2.       Second Phase – involves a brief introduction about the company and the position.

3.       Third Phase – is the chance to know more about the candidate; the time to ask a make or break questions coupled with follow-up probing to dig more about the candidates. In this phase, which is more focus, the interviewer could get the chance to know the suitability of the candidate for the position.

4.       The Final Phase – this phase closes the interview. It’s now time to let the candidate ask their questions. The chance for them to verbalize their internal inquiries .

These are just a few of the techniques in interviewing. It works and it’s worth practicing.