Find promising candidates with a structured job interview.
Everyone has already gone through job interviews and was well prepared for them – otherwise, you wouldn’t be at the Sit on the other side of the table and have to find out for yourself whether applicants are a good fit for the company. Clear structures and good preparation are all that matter in an interview, look here https://resumegets.com/. It is important that at the end of the interview it is clear whether the candidate can do what he claims on his résumé, whether he is a good fit for the company and whether the parties are likely to come to an agreement.
There will probably not only be one interview with the applicant. The first interview is about finding out whether the personnel consultancy or your own job search has attracted the right applicants. You get to know each other and consider whether there will be a second round in which you can agree on your salary and start. The final discussions are based on specifications on salary, special benefits and the start of work, which the HR manager can play with as required. The first conversations to get to know the candidates, however, are more difficult because they still have a lot to do. A previously prepared discussion guide helps to go through the meeting in a planned manner.
Develop a conversation guide – what must be included?
Every conversation is different. The individual application will raise different questions and the candidate will also want to ask questions if he really wants the position. Nevertheless, one can roughly stick to a guideline and in this way ensure that the interviews are going in the right direction. The following step-by-step plan is recommended:
- Welcome – relaxed and friendly
- Presentation of the company, those present and their function as well as the position to be filled
- Interviewing the candidate
- Opportunity for the applicant to ask their own questions
- Conclusion: what happens next? When will the company contact you?
Preparation: Read application documents and résumé
A personnel consultancy will send the company preselected application documents and has already worked with some of the candidates spoken. Of course, this helps the HR manager a lot to prepare for getting to know each other. If he takes on this task himself, however, it is important to read the cover letters and CVs again carefully and with concentration during the preparation. Experienced HR professionals are happy to review the job candidate’s documents shortly beforehand on the occasion of each interview and note down questions, anomalies, interesting positions and irregularities. During the questioning of the invited applicants in the interview, the HR manager asks them exactly these questions – and of course, he also knows what he expects as a possible answer.
Questioning the interested party in the job interview
A survey based on the individual application is a matter of applicant-related preparation. Perhaps a prospect has a year gap in their CV and they would like to have this explained to you. Or he has a particularly relevant training or further education and you would like to know what exactly he has learned from it. However, questions about childcare if a prospective customer has children, about official channels when the company is not in the city center, and other factors that can influence working hours and availability are also important. The motivation for the position and the reason for the interest in the company should also be explained.
Work is the best proof of suitability
In some positions, there is the possibility of testing the skills of those interested in a job through a subject-specific task. For this purpose, a contact person from the specialist department should stand by the HR manager who can assess the result. If this is an option, a colleague should always come to the interview with whom you can think about what a meaningful performance can be.
Tip: the greeting loosens the mood
It is normal to be nervous during the job interview, both on the company side and on the applicant side. In the worst case, this inner insecurity leads to the fact that one does not perceive the other person as positive, especially when the other person shines through the calmness and does not seem nervous at all. A good loosening up to prevent this from happening is a well-planned greeting. For this reason, the main interviewer on the company side should also personally welcome the job prospects and not let the receptionist do this. Because on the way to the meeting room you can offer the visitor a coffee, have small talk or ask whether he has found his way to the company well. This loosens up and reminds everyone involved that a little relaxation is the best way in this situation as well.