**Career job information for job seekers and find good employment job
Interviewing candidates for employment within an organization is a task that often falls to line managers and administrators who have minimal training in the interviewing process. This article will provide tips to assist individuals in conducting interviews.
Let's go back to basics, because it's easy to lose track of the real purpose of an interview. An interview has four primary goals:
1. Determine whether the candidate has the skills required by the position.
2. Determine if the candidate is a good fit for the company environment.
3. Make the candidate enthusiastic about the job opportunity.
4. Secure the services of qualified candidates at the lowest reasonable price.
This article describes an interview process that will help interviewers accomplish these goals.
Part I: Introduction
When an interview begins, it's important to establish rapport with the candidate. Start out gradually, putting the candidate at ease. An interviewer can inquire as to how the candidate's trip to the interview was, whether
they had any trouble finding the building, etc.
The interviewer should follow this with a compelling description of the company, portraying it as a place full of opportunities. Next, articulate the details and responsibilities of the position to which the candidate has applied.
Part II: Questions and Answers
The interviewer should, at this point, ask a number of technical questions designed to elicit information about whether the candidate has the necessary skills for the position, and whether the candidate would fit into the company's work environment. The specific questions will, of course, depend on the company and the position the candidate is seeking.
Interspersed with the technical questions, and in the order listed below, the interviewer should ask and receive answers for the following questions:
1. Is this company the kind of company that would interest you?
This confirms the candidate's interest.
2. What specifically interests you about the position?
This confirms the candidate's interest in the position again. It also helps reinforce the candidate's interest. At this point, the interviewer should inquire about the candidate's background, skills and career interests.
3. Why does the candidate think that they are a good fit for the position?
The appropriate tactic here is to respond with complimentary remarks about the candidate's skills and strengths. At the same time, the interviewer needs to highlight some of the candidate's weaknesses. For example, "You sound like a pretty good fit, despite your lack of experience in...."
The goal here is to impress upon the candidate that they have a real chance of being hired for the desired position. At the same time, the interviewer wants to plant some doubts in the candidate's mind as to their true market value. www.careermag.com
Let's go back to basics, because it's easy to lose track of the real purpose of an interview. An interview has four primary goals:
1. Determine whether the candidate has the skills required by the position.
2. Determine if the candidate is a good fit for the company environment.
3. Make the candidate enthusiastic about the job opportunity.
4. Secure the services of qualified candidates at the lowest reasonable price.
This article describes an interview process that will help interviewers accomplish these goals.
Part I: Introduction
When an interview begins, it's important to establish rapport with the candidate. Start out gradually, putting the candidate at ease. An interviewer can inquire as to how the candidate's trip to the interview was, whether
they had any trouble finding the building, etc.
The interviewer should follow this with a compelling description of the company, portraying it as a place full of opportunities. Next, articulate the details and responsibilities of the position to which the candidate has applied.
Part II: Questions and Answers
The interviewer should, at this point, ask a number of technical questions designed to elicit information about whether the candidate has the necessary skills for the position, and whether the candidate would fit into the company's work environment. The specific questions will, of course, depend on the company and the position the candidate is seeking.
Interspersed with the technical questions, and in the order listed below, the interviewer should ask and receive answers for the following questions:
1. Is this company the kind of company that would interest you?
This confirms the candidate's interest.
2. What specifically interests you about the position?
This confirms the candidate's interest in the position again. It also helps reinforce the candidate's interest. At this point, the interviewer should inquire about the candidate's background, skills and career interests.
3. Why does the candidate think that they are a good fit for the position?
The appropriate tactic here is to respond with complimentary remarks about the candidate's skills and strengths. At the same time, the interviewer needs to highlight some of the candidate's weaknesses. For example, "You sound like a pretty good fit, despite your lack of experience in...."
The goal here is to impress upon the candidate that they have a real chance of being hired for the desired position. At the same time, the interviewer wants to plant some doubts in the candidate's mind as to their true market value. www.careermag.com
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