Articles
How Interviewers Can Make the Most Out of a Job Interview
by Julie Clements PromoterInterviews can be rather nerve wracking for interviewees as well as interviewers. It is a two-way conversation between the interviewer and interviewee to obtain information and also understand the respondent’s opinion, perspectives and views on various topics. Having great employees starts with hiring great employees, and that means conducting outstanding interviews. To gain the best out of interviews, these can be recorded and transcribed so that interviewers can read and analyze each candidate’s performance and pick the right one that fits the organization. A digital transcription agency can record and transcribe interviews into accurate notes.
An interview becomes effective and productive only if both the parties – interviewee and interviewer -- are equally prepared. We have already discussed in one of our earlier blogs how job seekers should face an interview; today let’s see how an interviewer or an interview panel should prepare for an interview.
Come prepared: Most of the interviewers do not prepare much for the interview and often do not put much effort into deciding what to screen for. Sometimes, they may not even read the resumes of the candidates in detail but just skim through it. Unpreparedness can lead to unstructural and unproductive interviews. So, interviewers must come prepared, and they should have a clear idea about what they are looking for. Reading the resume of the candidates before the interview makes it easier to ask the right questions.
Be clear about your must-have qualification: Each job designation requires its own qualification. So interviewers must know what qualification they are looking for in their candidates. The best way is to specify the required college degrees for work, and include other skills such as good writing, social media skills and so on when posting a job. Similarly, decide on the qualities that you are looking for in a candidate. You could look for candidates who have an outgoing personality, critical thinking ability, initiative and also meticulousness.
Find out how the candidate matches your requirement: Once you have a clear idea about all the essential skills, experiences, and qualities for the job, your primary goal, the next task is to find the right candidate. To pick the right candidate make sure that your interview questions are devised accordingly. You can ask hypothetical questions to know more about the candidate and you may also get more useful insights.
Ask follow-up questions: After figuring out what questions need to be asked to the candidate, you can begin with small talk and then gradually move on to the important questions. But make sure that you keep track of all the questions you have charted out. You also have to listen to what they are saying and ask follow-up questions based on what you heard.
Watch candidates in action: Sometimes it is difficult to assess a candidate based on what they say. So you can employ exercises and simulation to see the candidate’s real work. In such cases sometimes you will find that candidates may have a good resume but poor interview skills, or sometimes the candidate may be stronger than you thought from his or her resume.
Make your candidates comfortable: Interviews are always stressful, especially for the candidates, so make them comfortable. Be warm and friendly and try to lower some of the pressure.
Do not ask silly questions: Interviews always run short of time and it is the responsibility of the interviewers to make the most out of them. So make sure that you don’t ask silly questions and waste your time.
Do not be biased: As an interviewer, you have the responsibility to actively work to avoid bias in yourself and your colleagues when you assess candidates. Stay vigilant about assessing all candidates against the same list of must-haves so that you can help mitigate some of the biases that creep into the interviewing process.
Stick to what is shown in job interview ads: Do not be carried away by the passion to project your organization and the job you are hiring for in the best manner possible. The candidates must be given a clear idea regarding what they are signing up for, whether job, organization, management, colleagues, or organizational culture. Avoid any kind of temptation to downplay less appealing aspects of the job. Make sure what you want from the candidate and be sure about what you are disclosing regarding the requirements.
Remember that your candidates are also analyzing you: Always remember that the candidates also assess their interviewers. So treat your candidates with respect and avoid things like starting the meeting very late, checking email and taking calls throughout, or being dismissive or even hostile. Candidates will evaluate how respectfully you treat them, whether you’re focused or distracted, how interested you are in answering their questions etc.
The above-mentioned tips would help interviewers prepare well for an interview and conduct it successfully. For those recruiters that want interview transcripts, reliable audio transcription services can provide timely and accurate transcripts of the interview.
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About Julie Clements 
Promoter
7 connections, 0 recommendations, 42 honor points.Joined APSense since, September 4th, 2012, From Tulsa, United States.
Created on Nov 15th 2019 03:14. Viewed 227 times.
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