Real Talk: 7 Ways to Make Your Interviews More Successful

Though job seekers can feel that the pressure is all on them at the time of an interview compared to, the interviewer also sustains some responsibility for the success of a discussion.

We have researched many years of job interviewing methods and identified the ones that have tended to the best results.

Here are 7 ways, interviewers can make interview an excellent opportunity to close the position:

1. Prepare by conducting the job analysis:

Interviewers should discuss with at least one Subject Matter Expert to generate a list of the most important perspectives of the job & what is needed to perform it successfully. Not only it will make the interview more appropriate to the job, but job candidates & interviewers will also perceive the interview more positively.

2. Prepare queries in advance:

An interview setup in which all job applicants are asked the same particular questions further assures that information collected from candidates is relevant and inclusive. This approach also aids to avoid inappropriate content. Asking same questions make applicant responses more quickly comparable. In order to check the caliber of a candidate interviewers can prepare for different methods of interviews.

3. Prepare to be flexible:

What if the interviewer asks the pre-developed questions, but the candidate does not give enough information? Interviews that move without leaving room for follow-up questions often do not collect sufficient information from applicants. This might deviate the whole interview session in a wrong direction. Interviewers can smartly take-up a relevant question to connect well with previously asked question; and then come back to the pre-defined list of questions.

4. Not to make interview too short or too long:

It is vital that all applicants get the equal opportunity to showcase their caliber. The interview session should have almost similar questions, without feeling hurried. It is best to restrict the number of the interview questions. A useful rule of the thumb is to ask no more than 4 to 6 questions in the 30-minute interview, & no more than 8 to 12 questions in a one-hour interview.

5. Focus on the interview without disruptions:

Despite what some authorities recommend, the evidence suggests that requesting candidates ask questions too soon reduce the interview's authenticity. Candidates should only be called upon to put questions after the completion of the interview, enabling engagement on a more individual level. Not only focusing on an interview but also interviewer should focus on what candidates say and what they mean.

6. Incorporate more than one interviewer:

Recruiter should plan the hiring process with the use of several interviewers significantly improves the reliability of the process. Various interviewers in separate, succeeding interviews are more likely to favor the right candidate. Including more than one interviewer may benefit to see good or bad of a candidate that may be missed by other.

7. Take detailed notes:

Note taking creates the professional atmosphere for an interview & makes the candidate feel respected, listened to and supported. And since human memory is restrained, most interviewers cannot remember every candidate’s answer to each question. With the help of an online interviewer feedback system, recruiters can encourage interviewers in making the set of specific notes for each interview. This will enable interviewers to be explicit about why they came to several conclusions about the candidates.


Following these seven simple methods may not only aid to make the right hiring decisions more consistently but also help to reduce any unintentional biases that frequently compromise even the best interview strategies.

Views: 334

Comment by Nicole Antonio-Gadsdon on February 1, 2016 at 10:51am

Love the emphasis on "Real Talk" focusing on having a discussion rather than an interrogation. You do get far more valuable and valid information when the interview flows as a structured discussion/conversation.  Both the candidate and interview are then better placed to make the right hiring decision.  Cheers for the reminder to zero in on what's important.

Comment by Mukul Agarwal on February 10, 2016 at 7:39am

Thanks Nicole. Hopefully this article can bring focus on a "Structured Interview session" rather than random quizzing or rapid firing. I am hopeful it will lower down the "Bad hiring rate" in an organisation. 

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