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How to Conduct an Interview

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You might have had many interviews in your life, but what happens when you sit on the other side of the table as your companies human resource manager?

Conducting an interview is a skill that often gets overlooked. Remember: your responsibility as an HR representative or manager is to get the best candidate for the job. This depends greatly on how well your interview skills are.

Watch this presentation to get some insights and tips on how to properly conduct an interview.

Published in: Career

How to Conduct an Interview

  1. 1. Ask questions in a manner that allows interviewees to elaborate and provide additional information. Also give them enough time to reply fully. There are certain things you don’t ask about in a job interview, such as a candidate's sexual orientation. You can make small talk, but keep it professional. When the interview is in full swing, ask some tough questions, such as: Tell me something about yourself that isn’t on your CV... • Why are you interested in working here? • What makes you the best candidate for this job? • Tell me about a time you had to deal with a co-worker who wasn’t doing his/her fair share of the work. What did you do about it? • Tell me about a time that you didn’t work well with a supervisor or manager. How did you handle it? • Tell me about a time that you failed. • How do you measure success? • Describe your dream job and your nightmare job. • How do you deal with conflict in the workplace? Howto ConductConductConductConductConductConductConductConductConduct an Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interviewan Interview Howto Conduct an Interview 1. Establish a Rapport 2. ask the easy questions first Set the candidate at ease by asking questions that are easy to answer first. 7. Use a scorecard 4. Ask open-ended questions 3. Don'tBeintrusive 5. Ask Tough Questions Don’t just go on your gut feeling. Use aDon’t just go on your gut feeling. Use aDon’t just go on your gut feeling. Use a scorecard on which you can rate thescorecard on which you can rate thescorecard on which you can rate the candidate in important areas. This will alsocandidate in important areas. This will alsocandidate in important areas. This will alsocandidate in important areas. This will also help you compare job candidates afterwards.help you compare job candidates afterwards.help you compare job candidates afterwards.help you compare job candidates afterwards. You can use a number of skills tests or personality tests to make sure the candidate is competent and will fit in. 6. rely on more than Just questions 71% of employersemployers believe that personality tests can predict job behaviour andbehaviour and organisational fit.organisational fit. (Hireology)(Hireology) 8. Look at Non-Verbal Communication • Posture • Handshake • Crossing of the arms • Smile • Clothes• Clothes • Eye contact• Eye contact• Eye contact Non-verbal communication makes up of all communication. 9. Make time for questions At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions.At the end of the interview ask the candidate if they have questions. Take note of the candidate’s:Take note of the candidate’s: 10.Conclude the interview Thank the interviewee for coming, tell them when the hiterviewee for coming, tell them when the hiring process willThank the inter wee for coming, tell them when the hiring process willThank the interviewee for coming, te ring process willThank the interviewee f ring process willThank the inter or coming, tell them when the hiring process willThank the interviewee for c ll them when the hiring process willThank the intervie oming, tell them when the hiring process willThank the interviewee for coming, te ring process willThank the interviewee for coming, te ring process willThank the interviewee for coming, tell them when the hi ompleted, and how it will be communicated. Be sure to notifyo notifybe complet w it will be communicated. Be sure to notifybe completed, and how it will be communica Be sure to notifybe completed, and ho cated. Be sure to notifybe complet ommunicated. Be sure to notifybe completed, and ho cated. Be sure to notifybe complet ommunicated. Be sure to notifybe completed, and how it will be communi Be sure to notifybe completed, and how it will be c ted. Be sure to notifybe completed, and how it will be communicate ful candidates as well.es as well.unsuccessful c es as well.unsuccessful candidatunsuccessful c ell.unsuccessful candidat Thank the interviewee for coming, and tell them by when the hiring process will be completed, as well as how they will be notified of the outcome.unsuccessful candidat ell. 11. CheckReferencesand Do research Make sure to contact more than one referee. You should also research the candidate on social media sites such as LinkedIn, Facebook, and Twitter, as well as through a general Google search. a quick guide for human resource managers of all job applicant forms contain outright lies about experience, education, and ability to perform essential functions on the job. (Profile International) of all professional recruiters look at job candidates’ social media profiles when making selections. (Business2Community) 34% 93% of all job applicants misrepresent why they left a former employer. (Profile International)11% 80% of employee turnover is due to bad hiring decisions. (Harvard Business Review) According to a research survey done by the National Business Research Institute in the USA, 37% of employers said that bad hires negatively affected employee morale. Another 18% said bad hires negatively impacted client relationships. And 10% said bad hires cause a direct decrease in sales. Get The Skills & Training You need to become a Human resource professional via distance learning with Oxbrdige Academy visit: or call: www.oxbridgeacademy.co.za 021 1100 200 The less nervous you make a candidate, the more you will be able to get out of an interview. Give the candidate a warm welcome,Give the candidate a warm welcome,Give the candidate a warm welcome, introduce yourself, make small talk, and explainintroduce yourself, make small talk, and explainintroduce yourself, make small talk, and explain the interview agenda.the interview agenda.

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