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How to Interview an Employee?

How to interview a candidate, may be perhaps the million dollar question for the people who work as HR.

A common house hold term is Its hard to get employed. In reality, its much harder to get an ideal candidate for a job post.

The hiring folks meets thousands of candidates every day , hearing them,trying all types of methods to see if the candidate is ideal for the job which they are offering. In their quest, the interviewer often  fails to notice some high talented candidates due to different personalities they meet each day.

Here we have certain tips for Interviewers to screen the best candidate.

Screen Resumes

  • Your time is valuable, and there’s no point using it interviewing people who are not right for the job. Read through resumes and applications carefully in order to weed out unqualified applicants. Don’t be shy about sending out an email or making a phone call seeking out more information before granting an interview. Limit the number of interviews to five or six, both so that you can give each candidate adequate time and attention, and so you can keep them all straight in your head while deciding who to hire. The care and attention that went into an application or a resume is probably indicative of the care and attention that a potential employee will give to his job.

Focus on Intelligence and Attitude

  • During the interview, spend more time inquiring about a candidate’s critical thinking abilities and attitude, and less time focusing on her previous accomplishments. A smart, enthusiastic person with the right attitude, but perhaps fewer accomplishments, will do better than a highly accomplished person with a poor attitude. Present the candidate with scenarios and “what if” questions. Attempt to make the interview a conversation rather than an interrogation. The more at ease you can make the candidate, the more realistic idea you will gain of what she would be like in a day-to-day work environment.

Let the Candidate Ask Questions

  • At some point in the interview, allow the candidate to ask you questions about the company, the position and anything that he wants. If a candidate has no questions, this is a bad sign. Any enthusiastic and curious person will have questions that he wants answered, and any intelligent applicant would have prepared some for the interview. You can tell a lot about a person by the kinds of questions he asks, and by his reactions to your answers. Pay attention to an applicant’s credentials and accomplishments, but balance this with your own instincts about what kind of person you are dealing with.

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