Secret Tips for Conducting a Job Interview

Job Interview Secrets

© Written By Jimmy Sweeney
President of CareerJimmy and Author of the new,
"Job Interview Secrets"

Conducting a job interview is one of the more important jobs you can do for your employer. After all, the job interview is where the decisions are made about who will work for the company and enable it to be a success. If you have been an interviewee for job interviews in your life, you've already got a good idea of what a job interview is supposed to be like. The next step in your professional development is learning how to switch places, and ascertain the kinds of things about the candidates that your company is looking for. Fortunately for you, you don't have to learn how to make that transition all by yourself. Your company should have an HR department with professionals who can give you some theoretical and practical tips.

One thing to keep in mind while conducting a job interview is that the interview is a two-way process. Though you have called the candidate into the office in order to interview him or her, at the same time that you are making the evaluation of the candidate he or she is also evaluating you and your company. For that reason, your behavior needs to be every bit as professional and impressive as that of the candidates. Courtesy and manners count. Go out of your way to put the candidate at ease so he or she can perform at his or her very best in the interview.

More Advice on Conducting a Job Interview

If your company has the candidate interview several team members as part of the hiring process, it's a good idea to split up the various elements the company is looking for over several interviewers so that you aren't all covering the same ground with the candidate. Again, the HR department should be able to help with this process. Additionally, the HR department should have some training and reading available for you on what kind of techniques work bet in soliciting the truth about a candidate's fitness for the position. Most recently, companies stress the behavioral approach to interviewing, one in which they ask the candidates for descriptions of their past behavior in specific situations.

Conducting a job interview which focuses on the candidate's personal examples and actions reduces their ability to make up answers on the spot in response to what the candidate thinks you want to hear. It also gives a much better insight into their thinking and working process than questions that are designed to solicit a candidate's more abstract thoughts or feelings about a subject. After conducting the job interview, it's a good idea to quickly write down your impressions, both positive and negative, and be able to give substantive reasons for your conclusions. At some point, you will be requested to give your opinion about the candidate to management. So the more complete and documented your thoughts are, the better for you and the company.

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