In order to shortlist and interview the appropriate candidate, you must first finalize the job description and inform all the interviewers about the details and duties that would have to be managed so that you can shortlist the candidates with the proper skills for your organization.
There is a lot to be said for the art of doing an interview professionally and most of it is very much planned out.
Describe the role and relevant responsibilities the candidate should be prepared for; go through the job description beforehand so you know what you're looking for. Compile behavioral and technical questions on a role-specific level.
Be friendly, talk to them, and give the candidates a sense that they are welcome. A cool candidate is more open and real.
Inspire the candidates to give you more information and examples of their experiences/skills. Use the STAR technique (situation, task, action, and then result) to steer their answers towards more in-depth abilities.
When listening to the answers from the candidate, watch and listen for body language. Write notes to remind you of important points and review their responses.
How well does the candidate's value system and style match your company culture? Ask What are looking for in a work environment and team experiences
Present the job, company culture, and attitude you want to work in properly. In the end, ask questions and go over their concerns.
Your interview approaches may be behavioral or technical skills-based in which you can get the candidate to narrate how they dealt with problems and also other problems they have faced previously (behavioral interview) and/or obtain from them their technical skills and knowledge (technical interview).
In a behavioral interview, you can invite the candidates to provide examples and previous work of how they utilized their skills previously which can help you determine the most appropriate candidate for your company.
To perform a behavioral interview, you must go deep into the job description to identify each candidate's strengths and weaknesses, as it would assist you in selecting the right person who possesses the right amount of skills.
You can also utilize the STAR method (Situation, Task, Action, Result) to direct their answers to your questions.
With the STAR method, you can narrate a situation or a situation they encountered or have encountered in the past (Situation), describe the actual task they had to encounter (Task), jot down how they acted upon these situations (Action), and finally narrate the outcome they gained (Result).
In a technical interview, you can pose technical questions to the candidate regarding their technical skill and expertise in certain fields and whether they match your job description to choose the best-fit candidate.
To carry out a technical interview first of all you have to know the job requirements well in order to hire someone. You must prepare some specific technical questions for the job as they would help you know about the knowledge of the candidate and whether they possess the appropriate skills.
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