The Essential Components Of An Interview Process
Great interview skills are an amazing asset you can have in your arsenal of skill sets; this is because people are an important asset and you want to hire someone that is suitable for the job.
If you choose well, you can save yourself a lot of headaches and heartaches. Choose wrong, and you can pollute the atmosphere in the workplace with frustrations, negativity and even politicking.
So let’s look at 3 simple components we want in an interview process so that we find the best fit employee for the role.
There should be 3 components of an interview process:
• Expectation Management
3 Components of the Interview Process
Testing the Person’s Eligibility
The first stage of the interview must test the person’s eligibility for the job or assignment.
- Ask yourself, what is the requirement of the job?
- Does this person have the right skills to be able to do the job well?
- What experience does this person have that can possibly proof that he/she does have the required skills?
- What is this person’s personality type; can he/she integrate well into the corporate or organizational culture?
- How does this person respond to authority? to adversity? to challenge?
All these are important questions you want to get answered, and because the more smooth talking ones often manage to convince you they do, you’ll want to reference their past achievements, records and even call their references to find out all these in more detail.
This is to help you make a more informed decision and manage your expectations if you so choose to hire this person.
You must tell the person exactly what the job entails, including tasks that have to be routinely completed, projects that the person is expected to embark on, plus the quality of work that is expected of the person.
Then, seek the person’s agreement and understanding on the job description.
The challenge happens where the recruiter actually does not have much of a clue what the actual job entails. Most recruiters belong in the Human Resource Department and they may not be clear about detailed job descriptions.
As such, it is important to bring in the candidate’s potential supervisor to speak and share about the daily work that has to be done.
Talk about the realities of the job, like:
- Level of social interaction required. Some candidates enjoy meeting people while others work best alone.
- Working hours. What time does the department knock off? This is important to the candidate especially if they have families.
- Routine work to be done. For most jobs, there is a certain routine to be followed, and it is good to let the candidate know what it is.
- What kind of performance is to be expected from the candidate. This will give the candidate a good idea about whether he/she is up for it.
How badly does the person want this job? How committed will this person be after they take on the role?
It is always good to place in some obstacles so that a candidate can show their desire for the role they are applying for. This will also sieve out the candidates that are positive, ambitious and have self-confidence.
Some obstacles could include:
- Rejecting the candidate, and then asking them to convince you again that they really want the job.
- Post a hypothetical scenario that you want to ‘try them out’ for a 3 months at a lower pay, and see if they still want the job.
Of course, these depend on the personalities of the candidates you want to hire. Either way, it is good to find people that truly desire the role, rather than one that simply wants to pay the bills.
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