Interviews are enmeshed in the recruitment process. You only know if you have top talent by interviewing people. There are different types of interviews, but they all focus on finding out if someone is the right fit for your organization. Many people choose to implement more than one type of interview in the recruiting process.
Phone interviews are commonplace. Location is not a barrier with phone interviews. They are popular with recruiters who work for national organizations or with employers who are considering candidates who are not local. Often, phone interviews are the first step in the interview process. These interviews are used to gather basic information before proceeding. When conducting a phone interview, treat it as a face-to-face interview. Be prepared, and have all of the materials ready before you begin.
Types of Questions:
Job history: Ask about skills and past jobs. Discover why a job was left.
Salary: Discover the salary expectations and how they compare to current earnings.
Travel and relocation: Is the candidate willing to do either if necessary.
Goals: Find out if the candidate’s goals match the organizations.
Strengths and weaknesses: Find out about the candidate.
Start date: Find out when he or she can begin.
Traditional interviews are usually face-to-face. The setting makes it easier for a more relaxed conversation with more in-depth questions and answers. This is the time to determine which of the qualified candidates would be a good fit for the organization.
Tell me about yourself.
Why are you interested in working here?
What are your goals in life?
Why should I choose you?
What are your strengths/weaknesses?
Are you interested in a long-term position?
What salary are you looking for?
Do you have any questions?
The situational interview is a helpful interviewing technique. It can be used as part of the traditional interview or as a separate interview. Situational interviews help determine how people behave in specific situations. The questions address different situations that commonly occur on the job.
What type of work environment are you most productive in?
How do you handle difficult customers?
Describe a time that you reached a goal.
Tell me about a challenge you had to work through.
Stress interviews determine how well candidates handle stress. They are a technique that can be used in different interview settings. They can be direct questions or slightly confrontational. Stress interviews will also place more pressure on candidates by adding high-pressure questions that make the candidate uncomfortable.
What is the most stressful aspect of your job?
Can you clarify your answer?
Describe someone you do not like working with.
What do you dislike about your job?
Show me your sales pitch.
A small shoe store had trouble finding the right help, and the customer service of its competitors was known to be much better. Upper management had little time to interview, and they relied solely on traditional interviews to hire staff. After doing some research, they hired a consultant to help them develop situational and stress interview techniques. After six months, the customer service image of the store changed. The employees hired were able to provide exceptional service and sales increased 18 percent.
More About Employee Recruitment
Introduction to Recruitment
The Selection Process in Recruitment
Types of Interview Questions in The Recruiting Process
Avoiding Bias When Selecting Workers
The Importance of Background Checks in Recruitment