The interview a candidate is a process that is
not limited to meet face to face, since the elements before and after can be as
important as the interview itself.
Prior to the interview is essential to reassure
those interviewed, because this type of selection processes can make sure they
are tense: to break the ice, must to welcome the candidate and accompany him to
the place of the interview. Recruitment and human resources experts recommend
starting with trivial questions and not let yourself go by instinct, because
first impressions can be wrong and can do that you discard a very good
professional.
The interview itself should focus on the vacant
seat, expectations and objectives. It is interesting to take a prepared
questionnaire. But it is also a key point to improvise, because it allows you
to listen and see carefully the reactions of the candidate and annotate those
aspects that might be interesting to us.
Listen to the candidate
As he has been said, hearing the candidate is an
aspect to take into account - experts estimate that we should talk about 20% of
the time and hear the 80%-so it should be encouraged that he would pose their
issues. The fact that it does not pose issues, especially in positions of
responsibility, is an indication that perhaps isn't the right person for the
position.
Finally, you must be extremely careful as
regards compliance with the legislation and the treatment of the data of the
candidates.
After the interview, must be made clear response
time so that the interviewee does not have the feeling of little serious
company. You must not say to the candidate that will be called, when that call
is not going to produce never. And, with all the data in hand and according to
their notes, their feelings and profiles, choose which consider the best and
most qualified.
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