Be absolutely sure you know what you are looking for. A classic mistake would be to recruit an ambitious graduate for a mundane job.
Don't over-recruit, make sure the job fits the candidate.
Make sure your brief to the recruitment agency is clear and describes the position accurately. Invite the agency people to your workplace so they understand your needs. If you are advertising, be truthful and clear.
Put aside time before the interview to prepare the questions and look at the candidate's CV and job application. Make sure you have worked out a job specification for the post so that you can plan the questions around it.
Avoid cramming too many interviews into the same day. Three is enough.
Don't talk too much in the interview. The aim is to hear the candidate speak.
If you do all the talking yourself, it is evidence that you are not prepared.
The aim of the interview is to stretch but not to stress the candidate.
Ask straightforward questions to relax them, then probe. You want them to feel that if they get the job, they've earned it.
Be aware of your body language. Keep eye contact and don't sit with your arms crossed in front of you.
Express your doubts, if you have them, at the end, because you are giving the candidate one more chance to prove that this job is for them.
Recognise that you will have a gut feeling about candidates and consciously put it aside. Don't react too quickly to their dress sense or their accent.
From India, New Delhi
8Don't over-recruit, make sure the job fits the candidate.
Make sure your brief to the recruitment agency is clear and describes the position accurately. Invite the agency people to your workplace so they understand your needs. If you are advertising, be truthful and clear.
Put aside time before the interview to prepare the questions and look at the candidate's CV and job application. Make sure you have worked out a job specification for the post so that you can plan the questions around it.
Avoid cramming too many interviews into the same day. Three is enough.
Don't talk too much in the interview. The aim is to hear the candidate speak.
If you do all the talking yourself, it is evidence that you are not prepared.
The aim of the interview is to stretch but not to stress the candidate.
Ask straightforward questions to relax them, then probe. You want them to feel that if they get the job, they've earned it.
Be aware of your body language. Keep eye contact and don't sit with your arms crossed in front of you.
Express your doubts, if you have them, at the end, because you are giving the candidate one more chance to prove that this job is for them.
Recognise that you will have a gut feeling about candidates and consciously put it aside. Don't react too quickly to their dress sense or their accent.
From India, New Delhi
Good information and suggesions.
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ZAFAR
0333-2346067
PAKISTAN
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From Pakistan, Karachi
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ZAFAR
0333-2346067
PAKISTAN
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From Pakistan, Karachi
The tips are really very good . I would add spice to it by saying we have to the candidate at ease initially with little humour so we stand a better chance to assess him and thus reflecting the validity of the Interview process for personnel selection
Dear Bob,
The context in which I have meant of "a candidate's fit for the job" is that you should not recruit for example, a SAP HR implementation member for the position of carrying out the data entry into the SAP HR Master..
It would not be the kind of job the candidate would be interested in, and even if the person does get recruited, there will be discontent with the profile, and an exit for sure....
HR should ensure that they have the complete details of the kind of expectations the position entails.
I hope I have been able to answer your query..
With warm regards,
Swapna Nair
From India, New Delhi
The context in which I have meant of "a candidate's fit for the job" is that you should not recruit for example, a SAP HR implementation member for the position of carrying out the data entry into the SAP HR Master..
It would not be the kind of job the candidate would be interested in, and even if the person does get recruited, there will be discontent with the profile, and an exit for sure....
HR should ensure that they have the complete details of the kind of expectations the position entails.
I hope I have been able to answer your query..
With warm regards,
Swapna Nair
From India, New Delhi
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