Job Interview Steps: How the Interviewing Process Works?

Also, take some time to look over the candidate’s application, resume, and other related documents. During the interview, you might want to use a scorecard or evaluation form, and you should avoid writing on the applicant’s resume or application.

Choose Your Interviewing Method

Job interviews can be one-on-one or in a group, and they can be planned or not. If you don’t know what the roles or skills are, it might be better to bring in a coworker who has done it before. In a structured job interview, all candidates are asked the same questions. In an unstructured interview, on the other hand, candidates can set the pace.

Develop a List of Questions

You might want to ask both open-ended and closed-ended questions at a job interview. With open-ended questions, job applicants can tell you more about their past jobs, how they manage, or why they want to work for your company.

Job Interview Steps
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Closed-ended questions, on the other hand, ask for specific information, like how long they’ve been leading a team or if they’ve ever worked from home. Since you want the person you’re interviewing to talk more than you do, don’t ask too many yes-or-no questions.

Conduct the Employment Interview

After introductions and a firm handshake, it’s a good idea to start the interview by talking about an interest listed on the person’s resume. This can help ease tensions. Next, go over the job and what it requires. Tell your applicant that you’ll be taking notes or recording the interview, and tell them what you hope to get out of it.

At this point, your candidate might give their “elevator pitch,” in which they explain why they’re the best candidate for the job. Remember that an interview is a conversation and test that goes both ways. Candidates are getting a feel for you and your company to see if they would be a good fit. And you do the same thing.

Here’s how to ask a job candidate questions during an interview:

  • Start with the easier ones and then move on to the harder ones.
  • Ask one question at a time, and if you need to, repeat the question.
  • Let the candidate think about it. Don’t talk to them or try to hurry them up.
  • Don’t ask personal questions that could be against the law.
  • Pay attention to the things your applicant doesn’t say, like how he or she moves his or her face.

Ask Follow-up Questions

Follow-up questions can help clarify answers and get people to think about things on their own. They also show that you’re listening and that you’re paying attention to the applicant.

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The Society for Human Resource Management (SHRM) says to avoid questions that start with “why,” because they can make a job candidate feel like they have to defend themselves.

Use “what”, “how”, “do you”, or “are you” instead. You might want to repeat what they said and ask for examples or to make sure you heard them right.

Close the Job Interview

As the interview draws to a close, it’s a good time to let the job candidate ask questions. Be ready to say something about the job and how it is done.

Don’t try to make your answers sound nice. Sites like Glassdoor and social media can tell job seekers a lot about your company.

You may also want to talk about how you’ll follow up, such as when you’ll make a decision and how you’ll get in touch. No matter how the meeting went, make sure to end on a good note and thank the applicant for their time.

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