How to conduct an interview?

HR-manager is a relatively new profession at themarket of works. In universities there is still no such specialty as a "recruiting manager", therefore most eichars are former psychologists, teachers, economists ... in general, representatives of various professions. At the initial stage of the career issue "How to conduct an interview?" may be quite urgent for them.

It is believed that the interview helps the employer look at the potential employee. In fact, the converse is also true - during the interview, the applicant alsoassesses his potential employer. It may well be that as a result of the interview you will be satisfied with the jobseeker, but he will remain dissatisfied with you. Therefore, we recommend that you familiarize yourself with our advice on how to conduct an interview.

Stage one. Preparation

Each interview should be prepared. Remember that this is you interview, so you should have at least an approximate plan of action - you can not start the process on your own. You need:

• Identify questions for the interview. It is best to make a list to forget nothing.


• Prepare the necessary materials for applicants (questionnaires, requirements, job description, description of working conditions).


• To compile an exact list of candidates for the position in order to effectively allocate the time for conducting interviews (for one candidate an average of 20-30 minutes).


• Identify with the venue for the interview (preferably, if it is a separate room).


• Notify candidates about the time and place of the interview.


• Pay attention to your appearance. Please note that at the time of the interview you are the person of the company, the standard, and it is for you the candidate will judge the possible colleagues.

Stage two. Interviewing

So, the time "H" has come, and the candidate for the position is already sitting opposite. How to conduct an interview, so that you and the applicant are satisfied with each other? We offer you some tips.

Council first. Arrange the person to yourself, createcomfortable atmosphere. It is not necessary to "press" on the candidate and to poke him with questions from the doorstep. Smile, tell him about the company, ask a few questions on abstract topics (but not too personal, of course). This will help the candidate "hide the needles."

Council of the second. Correctly select and ask questions. First, do not duplicate questions from the questionnaire (in the extreme case, you can specify personal information) - why did the candidate spend time on it, if all the same was asked orally? Similarly, do not ask about what you already learned from your resume. Secondly, ask questions in order to obtain detailed answers to them. The biggest mistake is to ask questions that you can only answer "yes" and "no." Third, ask personal questions carefully and strictly as necessary. If you absolutely need to find out if the candidate for the position is going to the decree, firstly justify the expediency of such a question.

Council of the third. Be extremely correct. Do not interrupt the candidate and in any case do not turn the interview into your own monologue. Do not be distracted by phone calls and conversations with colleagues. Personal issues that are not related to the performance of work duties (religion, sexual orientation, political views) are taboo! Calm, reserved, polite, benevolent tone is what you need.

Council Fourth. Record it. Mark for yourself not only the answers of the candidate for your questions, but also the peculiarities of his behavior: intonations, gestures, facial expressions, too, can tell a lot about the applicant. Do not relax and do not get distracted - the more information you collect, the easier it will be for you to make the final decision.

Stage three. What's next?

Interviewing is not so bad. After it you need decide. Try not to make a decision directly oninterview, listen to all the candidates and compare them. When making a decision, you need to take into account everything: resume, questionnaire and test materials, behavior of candidates, interpersonal skills, personal and professional qualities. After the interview you need call all candidates, even to those who did not pass, and to report the results. Do not delay with the decision - if you promised to call back within three days, keep your promise.

We hope that our advice about how to conduct an interview, you really will be useful.