Perform a Quality Interview Today

Many articles talk about how nerve wracking an interview can be. What to say. When to say it. How to say it. What questions to ask.

And those are just for interviewees.

But the person doing the interviewing has it tough, too. The interview often is the main way a hiring manager learns about a candidate. So much rests on the interview: The hiring manager is trying to figure out if the candidate has the skills, the personality and the work ethic to do the job. There’s a ton riding on the outcome: make a poor hire and the hiring manager could be doing all of this all over again in a few months. Hiring is expensive, and that’s not taking into consideration any monies lost because work isn’t getting done due to an open position.

Read below for some ideas to help you hold a great interview.

  • Do your due diligence on the candidate. That is, research the person a bit. Take a look at his or her former employers and don’t be shy about contacting them even before the interview. Ask about the candidate’s work ethic, how he or she got along with others, why he or she left, etc.
  • Most of us decide whether we like someone or whether we think he or she is a good candidate within half a minute of meeting. Prepare yourself for this phenomenon and make sure you don’t “decide” within less than a minute of meeting a candidate that this applicant is “the one.” In other words, don’t rush to judgment.
  • Watch the candidate’s body language and his or her behavior. Does the person seem “open” or “closed?” Do her eyes shift about as she answers questions, or does she look you directly in the eyes? Is he slumped in his chair or does he sit near the edge, leaning in a bit toward you as he answers. How engaged does he seem to be with you as the interview progresses? Does she appear excited about the position, or is it somewhat “beneath” her? Do you think the candidate will fit in with your department?
  • Try not to ask the typical job interview questions: “Tell me about yourself.” Where do you see yourself in five years?” and so on. Instead, change up your questions. Ask him why he thinks you should hire him. Why she’s better than another candidate. Ask what her current/former colleagues would say are her best characteristics. Ask him what the references he gives you will tell him (and then be sure to ask the references to see if they, indeed, say these things).
  • In addition, aim to not have a list of pre-determined questions with you. Instead, aim to have a conversation with the candidate. Let questions flow naturally one to another. Try to try to get to know the person on a more personal (yet still business-like) level.

Need to hire people for your Ontario, CA business but so very tired of the whole interview process? The resume culling. The preliminary phone interviews And so on. Let Arrow Staffing help. We can perform these first steps of interviewing for you, ultimately sending you just a handful of candidates for in-person interviews. If you are looking for a temp agency in Ontario, contact us today.

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