RimbunSKILL - Nervous When Conducting Interview? Do not Be
15 Apr 2014 / / Tips & Tutorial
"To some of us, interview is nerves wrecking and jaw clenching. Interview is indeed important because it makes all the difference to which path you are taking for the next step of your career. However, have you ever considered if the person interviewing you is also nervous? What if he or she is inexperience, or doing the interview wrongly, making you feel more at disadvantage and unimportant?"
Well, for you recruiter or any hiring managers who have done interview tens or hundreds of times, it might be your routine activity so the questions and gestures just come right out without thinking. But here are some tips to refresh your way of doing an interview.
#1. Prepare prepare and prepare
Read the candidate resume and note any areas where more information is required. Then prepare all the materials and resources required, such as booking interview room, pens or paper, laptop, water, etc. It is important to confirm some details to the candidate prior to their interview: time, date, and location; the interview place and parking or transportation arrangement; who will be involved in the interview; what documents are required to bring; confirm the position they are applying for.
#2 Building relationship
An important part of the interview is making the candidate feel comfortable. Building good relationship will provide a great experience for the candidates. Try asking simple friendly questions to allow them to get comfortable but not awkward, such as: the weather or the traffic. Do not interrupt the candidate and listen with your posture.
There are many types of interview questions you can use, and it all depends on what competence you would like to know. CV/Background question is to ask questions around their recent role. Motivational question is to understand the motivation for the role. Competency question is to assist you in understanding a candidate past behavior thus help you to predict their future behavior. Situational question is a hypothetical question for the candidate to explain what they would do in a certain situation. Technical question is to ask if the candidate has the required skills and knowledge for the job.
# 4 To rate or not to rate
In an effective interview it is important that you actively observe and record. Listen carefully WHAT the candidate is saying as well as HOW they are saying it. Record notes when it is possible to record what the candidate say. Do not make judgment or personal comments on your notes. From your observation and record, you can now manage to evaluate and classify the candidate. Read through the notes and make sound judgment based on the evidence. Do not be biased nor rate based on mutual interest or hobbies, gut feeling or other emotional factors.