How do I conduct a job interview?

Passing a recruitment to a candidate is a more complex exercise than it seems. Assess skills, understand a CV, identify profile and motivations, present assignments, etc. Many factors must be considered when interviewing a candidate. How to get there and how to conduct a seamless job interview ? We explain everything about this current exercise in the company, in our advice article.

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  • Job interview: a style exercise
    • Receiving the candidate Adopt the
  • right posture and attitude
    • Choosing the right timing
  • Establish the discussion with the candidate
    • The recruiter/candidate relationship
  • Focusing on
    • the human side Respect and listening
  • How is a job interview held?
    • Recruiter’s presentation The
    • presentation of the candidate
    • The presentation of the company and the position
    • The skills of the candidate
    • Some questions that can be asked
    • Conclusion of the job interview

Job interview: an exercise in style

The job interview is usually an opportunity to create a meeting between two profiles. The recruiter, and of course the candidate. And we don’t teach you anything, knowing how to receive a candidate is important.

Receive the candidate

In this short moment of hospitality, a lot of information passes. Sympathy, warm side, smile, politeness … These elements seem obvious but are not so obvious in the business environment. A direct response to your welcome gestures gives you profile information.

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It is sometimes said that everything is played out during the first meeting between recruiter and candidate, even before the job interview. It would not be possible to express a peremptory opinion on this statement, but the important thing is to note that the basic and current attitudes in society are the founders of the judgment that will subsequently be applied to the candidate and the recruiter.

The job interview is no more or less thana good exercise of style that you have to confront in order to know what it is about.

Adopt the right posture and attitude

Are you a novice in job interview? You were asked to receive a candidate and you don’t know what to start? We all wonder what questions to ask a candidate. How to judge his suitability for the position in time that is allotted to the recruiter? How to put a candidate at ease ? How can you be sure of discernment? So many questions that need to be answered fairly.

First, adopting the right attitude to preparing for a job interview is paramount. You must be in good arrangements , without mental pollution to confuse your job interview.

Choosing the right time

Preferably choose a time of day that is conducive to a job interview. Monday morning at 9 am is not recommended, for obvious reasons. Friday afternoon at 4:00pm is just as much!

Make sure you are fully available and in the welcome. In doing so, you eliminate any possibility of misunderstanding that would have its source in elements outside the encounter between the recruiter and the candidate.

Establish Discussion with Candidate

In the company, the recruiter has a primary mission: to establish a discussion with the candidate about the proposed position and job. The goal is also to move away from the usual interrogations, very stressful for the candidate and therefore also for the recruiter. A real discussion must be established as naturally as possible.

As a recruiter, avoid pitfalls directed to the candidate, including qualifications and defects. Testing a reaction is quite unwelcome and can cause an interview to deviate. Give preference to a natural, human interview focused on the subject of interest: potential hiring for a position.

The recruiter/candidate relationship

It is easier to get reliable information about a candidate by playing the game of creating a relationship. A trust must be able to establish itself. Of course, judgement is necessarily invited to interview.

Appearance, response, body language… Everything is analyzed with magnifying glass, which can lead to blockages in the correct perception of the candidate’s potential. Stay professional , and friendly. By behaving like this, you open a door to discussion. Remember as a recruiter that a job interview can be a real challenge for a candidate, regardless of age.

Focus on the human side

Everyone’s experience as a human being must take precedence in job interview. It has been read and reread 100 times, but still there are still quite traumatic recruitment experiences.

The mirror effect is quite impressive, moreover, in job interview. Judge, and you will be judged. Disrespect, and you will be disrespectful. Respect, and we will respect you. Being aware of these elements, take the best attitude to generate a good recruiter-to-candidate relationship.

Respect and listening

In interview, avoid asking personal questions: religion, nationality of origin, state of health, gender (yes) or even possible procreation intentions… Some questions are also prohibited by law in France.

The mockeries are not a job interview. If the purpose of this professional (not personal) meeting is to determine whether the candidate’s profile will do the job for the proposed position and work, then it is essential to know how to let the candidate speak .

Stay respectful, friendly, rigorous and professional can only participate in the smooth running of the hiring appointment.

How does a job interview take place?

Above all, a job interview is scrupulously prepared upstream.

Recruiter’s presentation

The recruiter introduces himself and specifies his function within the company. Details of the job and the position to be filled are provided as well as explanations of how the interview was conducted.

The candidate’s presentation

Then the candidate presents himself. Her CV and cover letter reflect his professional career. It is possible to ask questions for clarification of particular experience.

Presentation of the company and the position

It is after the company’s turn to be presented. This step is crucial, because it is at this time that the candidate will or may not express the desire to join the team internally. Operation of the company, vision, projects, workforce…

The position to be filled must then be presented naturally, in continuity, from the general to the individual. Don’t forget about missions, schedules, rights, benefits , etc. These “details” are important.

Candidate’s skills

A discussion can then take place around the candidate’s skills and the link existing with the proposed missions. Approach conclusive experiments by trying to focus on positive verbs and responses. Take notes .

Some questions that can be asked

In order to learn more about the candidate and his potential reactions, a virtual situation can be interesting. How would the candidate react to such a situation, or in the face of such obstacles?

Asking questions about the projects that the candidate would be most proud of is an excellent opportunity to showcase the person.

Finally, asking the candidate under what conditions he or she is working, and what skills he expects from colleagues can also be a discussion.

Conclusion of the job interview

The candidate can share his or her impressions at your request. If he has questions, now is the time to express them. It is important to let candidates know that they will be contacted a few days later to be informed of the positive or unfavourable outcome of the recruitment process.

Our advice : keep a written record of your interview and exchange. This will allow you to keep a memory as well as a synthesis, but also to be able to present your actions to your head.

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