click on our logo to come inside |
What do you do now? The interview process can be based on several different strategies. There are several interviewing techniques that can help you get the most useful information from the applicant. Some techniques will, of course, be more useful for certain types of jobs. Regardless of the technique you use, preparation is key to a successful interview (for both you and the candidate!) Winging it with a simple conversational interview where you and the candidate chat and exchange war stories won't give you the real information you need. Preparation means having a set of questions you follow with each candidate, a rating method of some sort to compare candidates (very important if you conduct more than one interview per day), and the learned ability to form unbiased opinions. This last one is especially difficult for some interviewers. You may really hit it off with a candidate and like them personally. This makes it difficult to truly evaluate their skills for the position. Telephone interviews The first step you may want to take is a telephone interview. This can save quite a bit of time by helping you weed out some less qualified candidates. They are typically shorter because you don't have the formalities involved that you would have to go through in a face-to-face interview. You don't have to spend as much time scheduling or reserving space, they're less formal (i.e., less stressful), and you don't form any initial impressions based on appearance or other physical attributes. Make sure you have a good connection, schedule the phone interview at a time that is convenient for the candidate. For example, they may not want to be interviewed from their current workplace, so an evening interview may be necessary. Try to accommodate their schedules if you can. Distractions at home (i.e., kids, pets, other noise) are also factors. It is just as important to have a prepared list of questions for phone interviews as any other type of interview. This keeps you on track and keeps the interview moving along at a good pace. You should keep the questions more general, however, in order to keep the interview short. Save the details for the face-to-face interview. Just make sure you get the facts you'll need to make the decision about who to screen out. This may also be the best time to bring up the salary offered for the position and screen out applicants that require higher levels of pay. Let's go over some of more recent trends in interviewing techniques, then we'll talk more about preparing your questions and what you can and cannot ask! Behavior-based interviewing This type of interviewing is explained in depth in Dr. Del J. Still's book "High Impact Hiring." It involves asking questions that require the candidate to replay specific actions they took to solve a problem, complete a project, or otherwise do their jobs. It goes to a deeper level than most interview techniques by forcing the candidate to give details. Rather than saying that they were part of a group project that developed a software program to solve a company's inventory problems, they would specifically detail what their role was. Using the word "I" rather than "we" is important in this type of interview. As the interviewer, it is your job to teach the candidate how to answer your questions appropriately. It will be an automatic response for them to give a less detailed answer. You have to tell them the depth of information you need. For example, Dr. Still spells it out like this.
international work experience work experience usa work experience uk international training international hospitality and tourism training internships
international work experience, work experience usa, work experience uk, international training, international hospitality and tourism training, internships, industrial placements, work permits, training work experience, international hospitality and tourism training