Chances are, if you have a job, you had to interview to get it. In fact, it’s likely that every job you’ve had you interviewed for. So if we are all familiar with interviews, why is there still so much room for improvement? And furthermore, what makes an interview effective, and leads to a positive hire for your company?
We can make a few easy changes to our interviewing processes to create a recruitment strategy that allows us to find the best applicants to interview, and select the correct applicant for the position. To do so, we will use a framework for creating our interviewing and selecting process.
First, for our interviewing process, we must understand the job we are recruiting for, and understand the talents required for the job, so that we can find those talents in our applicants. Secondly, we must Identify where to source applicants to interview. There are a variety of sources a company can use to find applicants, including job fairs, current employee referrals, and external job boards. When selecting an employee to interview applicants, it is important to ensure the interviewer is able to be unbiased and gives each applicant a fair interview. It may be helpful to use pre-selected questions, and have a rating system for each question, to create a uniform process to evaluate potential employees. As with any process, the company should evaluate the effectiveness of the interview after the initial hire, and make any additional improvements needed.
Have you ever been in an ineffective interview? I once had an interviewer tell me the position I was applying for was a day shift, only to find out upon hire it was a night shift position! If I had any advice for that interviewer, it would be to understand the job they are selecting for, and the talents needed for that job, like staying up all night! Have you ever had an experience like that? What advice would you give? Keep that in mind when you interview and select your own applicants!
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