EMPLOYER INTERVIEW STRATEGY

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An employer needs to make certain considerations before hiring new employees. For one to consider whether a candidate is well suited for a particular job an interview is essential. Interviews are mostly considered to be meant for the employer’s advantage which is not the case. The process benefits both the employer and the job seeker. It is simple, as one is interviewed he or she is able to learn the kind of employer they might be having in future.  Since an interview is the best chance to interact with potential employees, the employer needs to find a way of getting enough information from the job seeker. Let us consider some common ways of ensuring the interview is a success on the employer’s side.

Preparations before the interview day

For a successful interview, there is the need to make prior preparations. The employer needs to take into consideration any requirements needed before the interview day. This may include

  1. Identification cards in case the job seekers are required to verify their identities to the security officers in case the workplace is secured.
  2. The employer also needs to provide detailed information about the venue. This will make it easy for the interviewee to arrive at the venue in time. In case the venue is in a busy town or location where there might be traffic jams, the employer should also indicate so, in order to make sure the job seeker makes necessary arrangements to arrive in time. Alternatively the employer can provide a shortcut route which will make access to the interview venue fast.
  3. In addition there should be detailed information on the interview time. The candidate needs to know the start time and how long the interview may take.
  4. Security guards on duty as well as the receptionist should be informed of an expected guest. This will make it easier for the interviewee to be directed accordingly on how they are expected to conduct themselves while within the interview compound. They are also shown where the interview is to be conducted without having to consult with senior officers hence no confusion .
  5. Consider the number of people to be interviewed per session. The interview can be to a single candidate or more than one candidate. A single candidate interview may be more successful in terms of getting maximum information about people you hire.

Questions for the interview.

For a comprehensive feedback, the employer needs to put down all relevant questions to shoot within the interview period. One needs to consider a few factors when deciding which question they will use.

  1. Ensure that the questions concur with the different skills listed in the interview invitation. Avoid questions which might lead to unnecessary deviations which may consume a lot of time hence making the interview end without getting all the responses one was targeting. Some candidates may take the deviations to their advantage and conceal information which might have led them to been kicked out of the race for the particular job.
  2. All skills as well as all soft skills for a task should be listed. They will help in asking questions which are discrete and precise. This may help in getting responses which are straight to the point and precise. This narrows the chance of a candidate providing inappropriate information.
  3. Consider the number of people taking the interview. That is, if the interview is done to one candidate per session or more than one people. The questions can be random for a one person interview, which means that the employee can even ask questions which are personal in a friendly manner to avoid harassing the candidate. In case the interview is to be taken by more than one person at a time, the interviewer has the task of choosing questions which are general meaning questions which apply to all the candidates.

Be aware of questions to avoid

Though it’s a good practice sometimes to try and get personal information from candidates, one should avoid questions which may be inappropriate and may possibly degrade the candidate’s personality. There several ways to avoid emotionally hurting the candidates in an interview.

  1. We have general information which may be discriminating in nature like sex, race, disability status, ancestry among other questions which may sound awkward to use in an interview.
  2. One should also take into account the nature of the candidate. Most personal questions aren’t written hence used to get additional information. Hence as the candidate responds to questions from the beginning of an interview, the interviewer is able to tell whether a question would hurt their feelings.
  3. The interviewer can request to ask some questions, if the candidate doesn’t mind then shoot your question but if the candidate does not allow questions regarding their personal life, the interviewer should omit the question.

 

 

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