The need for staff selection is often faced by people who do not have special education in the field of HR, and the question of how to conduct an interview becomes the main one for them. Before deciding how to conduct an interview, you should familiarize yourself with existing types of interviews: British, German, American, and Chinese. These techniques focus on various aspects of the professionalism of the applicant, but most often recruiters prefer to combine the features of all four.
Having decided how to conduct an interview, the interviewer should determine the selection criteria for a specialist for a specific vacancy, adjust the job description taking into account previous experience, select and make notes on the resume of interested candidates so that during the interview do not forget to clarify important details. It is better to think over the questions for the interview in advance and prepare a list, because most likely the interview will be conducted with several applicants, so you need to be sure that nothing will be missed. The interview itself is divided into three stages: establishing contact, obtaining information and completing the interview. According to the studies of psychologists, the decision of the person conducting the interview largely depends on the first impression that develops in the first few minutes of the meeting, but is not always correct. Therefore, at the beginning of the interview, before moving on to the main part of the interview, it is recommended to spend some time setting up a friendly and comfortable atmosphere. The informational stage of the interview, the longest in time, is aimed at obtaining data concerning not only experience and skills, but also information about the psychological characteristics of the candidate, for example, his communication skills, life position - active or passive, temperament. There are three main types of questions that are asked at the interview: biographical, situational, and criteria. Curriculum vitae ask for information on actual data - where the person studied, what experience and skills he possesses; criteria questions are aimed at finding out how much the candidate meets the criteria for 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, questions that should be asked. However, there are general recommendations. Open-ended questions without prompts should be asked. Closed questions are suitable for clarifying information. Speaking with the candidate about work experience, it is necessary to find out the relevance of his skills and knowledge to the criteria of the vacancy. At the same time, it should be remembered that knowledge and skills are only half the success - you need to know what drives a person, therefore questions of a motivational nature must be asked. During the interview, pay attention to gestures, facial expressions - body language, this can give a certain idea of the psychological characteristics of the candidate and even how sincere your interlocutor is.
At the end of the interview, you can tell us more about the vacancy, having previously given the opportunity to the candidate himself to ask his questions. So, you can find out how much a person has prepared for the interview, whether he has collected information about the company and about the position, 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 goals: to evaluate how suitable this candidate is for you, or, this also happens, to convince the applicant that this position is exactly what he needs. Therefore, how to conduct an interview - the choice of a strategy for behavior may also depend on whether you need a specific candidate or simply choose the best one.
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