9 Tips For Interviewers in the ICT Area
It helps to remember that during interviews, candidates are evaluating your organization and trying to establish whether you are the best fit for them as much as you are trying to decide whether they are what your organization needs. You have less than an hour to impress the candidate. Here are steps to do that:
- Create a list of questions that are directly associated with the job’s responsibilities. Professionals – recommends that if you don’t have a job description, create a list of the primary responsibilities of the position, and then create another list of questions related to those responsibilities.
- Ask behavior-related questions, such as “give me an example of an instance when you…” Ask for specific details and examples of past behavior and performance. Well-detailed examples of previous successes are a good sign of future performance.
- Go through the candidate’s resume before you walk into the interview room. This may seem like a cliche thing to do, but by going through your interview questions and the candidate’s resume, you’re sending a message to the candidate that you have made an effort to ensure a fruitful interview.
- Brief the candidate about the structure of the interview. First, give a short description of the organization and then proceed to outline the responsibilities of the position. Lastly, ask the candidate questions. After you’re done with your questions, give the interviewee a chance to ask questions. This clearly defines the parameters of the interview, keeps everyone focused, and provides the applicant with an idea of what to expect.
- When conducting an interview, try not to talk too much. Experts recommend that hiring managers should limit their talk time to 30%. Give the applicants time to sell their qualifications and describe their skills. Here are some in demand ones according to Quanta. Experts suggest that you should make sure not to miss anything and ask all your questions.
- Experts also advise that interviewers should extend professional courtesies. Offer applicants a glass of water, and even ask them about their day. Be on time. If possible, give them a tour of the workplace or allow them to speak with other prospective workmates.
- Look out for nonverbal cues. Just as you are assessing the candidate’s body language, the candidate is also watching your nonverbal signals. Make sure your tone of voice is welcoming, professional, and appropriate. Clearly articulate the job description, duties, and the firm’s mission. Also, don’t forget your manners. After all, you’re representing your department and company, so ensure that your actions reflect this.
- While being courteous and professional, don’t be too familiar. Experts suggest that you keep all interview questions job-related. If you spend too much time chatting during the interview, you could end up making the wrong hiring decision because you liked an applicant and didn’t check whether they were genuinely skilled and qualified for the job, he adds.
- Whether it’s via phone or email, follow up to let applicants know whether they got hired. This is an excellent way to give the interview process closure and extending a professional courtesy.