Interview! A fancy word for any job seekers and candidates. Most of us have experience as an interviewee. But how many of us have experience as an interviewer? Maybe very few of us. Taking an interview is the process of finding the best-suited employee for your organization. After certain steps interview is needed to select the best one. It is not easy to hire the right employee. Before taking an interview, at first, you need to determine for which post you need an employee. Determine it by analyze, find out the lacking of the company, detect where the workforce is needed, and finally making the job description are the primary procedure of recruitment. After completion of this process, you need to spread the news that you need employees for certain posts with job descriptions, qualifications, and conditions. You may use a newspaper or job agency which may help you to publish the job vacancy. Then you start to collect the CV of interested candidates and sort them on the basis of requirements and qualifications. After making a shortlist, you need to call the primarily selected candidates to come for an interview.
Hiring a good employee requires a good interview session. And it gives you the chance to know about the interviewee deeply. You can detect either the candidate is suited for you or not. Also, if you need to learn more about that employee you can know it in the interview session. So, now the time has come to know what you should ask a candidate in the interview.
We are going to learn them step by step. Let’s start.
Start with the basics. This will help you and the interviewee to cope up with that environment. Some basic questions you can ask like:
- Tell me about yourself.
- Why do you want to apply for this position?
- Try to find out the interest of the candidate. Try to know why this candidate is finding interest in this particular field. Like:
- What makes you interested in this field?
- Why do you want to work with us?
- Why are you interested to change your career side?
- Ask some qualifying questions is very important to find out if the candidate has enough skills or not for the post. Here you can ask some specific questions like:
- How was your last project?
- What problems did you face during check the 3rd land site and how did you overcome them?
- Try to know the personality and character of a candidate. This will help you to know what kind of worker he is. Also, you can know how he behaves and manage a certain situation in the workplace. You can ask hi such as:
- Tell me how you resolve the conflict in your team.
- Describe one of your failures with the cause and outcome of that failure.
- What will you do when we give you to do a lot of work in a short period of time?
- Ask some goal-based questions which will help you to know that if the candidate can relate his goal to the company’s goal. You can ask,
- Where do you want to see yourself in the next 5 years?
- What is your plan after that time?
- Finally, you should ask some closing questions where the interviewee can ask the question from his side. It will help you to make a positive ending. You can ask:
- Is there anything that you want to know about this organization?
- If you have any questions you can ask.
- What will help us to proceed if we hire you?
These steps are very important if you want to hire any person. An interview session generally takes 30 minutes or more. Once you have written your interview questions, take a moment to analyze each one, the reasoning behind it, and the way it may be received by your interviewee. You also have to consider some facts in your mind. You have to assume your interviewee is an intellectual person and behave with him in that manner. You need to make a backup plan if anything does not go as planned. Your interview may be running behind schedule, or perhaps the interviewee reveals relevant information that pushes you to ask a different set of questions. Having more than one plan for how you can approach your interview can help you remain on track and in control of the process.
Hope you have learned a lot from this blog and use this knowledge in your future.
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MD. Rabbi Raihan Imon
Intern of Admin & HR Department