How to conduct an interview effectively

People who do not have a special education in the field of HR are often faced with the need for recruitment, and the question of how to conduct an interview becomes their main one. Before deciding how to conduct an interview, you should familiarize yourself with the existing types of interviews: British, German, American and Chinese. These techniques emphasize different aspects of the competitor's professionalism, but most often recruiters prefer to combine the features of all four.

Deciding how to conduct the interview, the interviewer should determine the criteria for selecting a specialist for a particular vacancy, adjust the job description taking into account previous experience, select and mark the CVs of interested candidates so that during the interview they do not forget to specify important details. It is better to think over the questions for the interview in advance and prepare a list, because it is more likely that the interview will be conducted with several applicants, so you have to be sure that nothing will be lost.

The interview itself is divided into three stages: setting up a contact, getting information and completing an interview. According to the research of psychologists, the decision of the person conducting the interview largely depends on the first impression that is formed in the first few minutes of the meeting, but not always is true. Therefore, at the beginning of the interview, before proceeding to the main part of the interview, it is recommended to spend some time to establish a friendly, comfortable atmosphere.

The information stage of the interview, the longest in time, is aimed at obtaining data relating not only to experience and skills, but also information about the psychological characteristics of the candidate, for example, his communicative abilities, life position - active or passive, temperament. There are three main types of questions that are asked at the interview: biographical, situational, criterial. Biographical inquires information about factual data - where a person studied, what experience and skills he has; Critical questions are aimed at finding out to what extent the candidate meets the criteria of a particular position; Answers to situational questions give an idea of the possible behavior of a person in the event of various problems.

Each interviewer chooses how to conduct an interview, the questions that should be asked. However, there are general recommendations. You should ask open-ended questions that do not contain any prompts. Closed questions are suitable for clarifying the information. Talking with the candidate about the work experience, it is necessary to find out the relevance of his skills and knowledge to the vacancy criteria. In this case, it should be remembered that knowledge and skills are only half the success - you need to know what motivates a person, so you should always ask questions of a motivational nature. During the interview, pay attention to gestures, facial expressions - body language, it can give some idea of the psychological characteristics of the candidate and even how sincere your interlocutor is.

At the end of the interview, you can tell more about the vacancy, after giving the candidate himself the opportunity to ask questions that interest him. So, you can find out how much the person prepared for the interview, whether he collected information about the company and about the post, and, therefore, how much he is interested in this position, on the other hand, you will demonstrate your openness.

It should be borne in mind that the interview can have two purposes: to assess whether this candidate is suitable for you, or, this also happens, to convince the applicant that this post is exactly what he needs. Therefore, how to conduct an interview - the choice of the strategy of behavior may depend on whether you need a specific candidate or you simply choose the best one.