Even for Psychology and Human Resources professionals, knowing exactly how to have a successful job interview can be a challenge. After all, each position and each candidate may require different dynamics and strategies for the situation, which is crucial for everyone involved in the selection process.
Therefore, today you will learn all the steps to organize a complete interview, increasing the chances of finding the ideal professional for the position being sought.
How to do a job interview?
1 – Go through the vacancy profile and details of your company
Even though you have been with the same company for years and have already conducted several selection processes, the ideal is to view each interview as unique. Although it is a tiring task, after all, the list of candidates to be interviewed can be large, taking this care may be what you need to reach the professional you are searching for.
Therefore, start by reviewing the vacancy profile, with the characteristics and prerequisites determined by managers and leadership. This way, you will be able to have more clarity about the needs of the position and skills that candidates need to show and prove during the interview.
Additionally, take time to study the details of the company, such as values, mission, culture and other points. This will make it easier to identify professionals who fit the company’s profile and will be the perfect piece to the corporate puzzle.
2 – Study the candidate who will be interviewed
The next step is to look at the other side of the equation. In other words, for the candidate. Even though you have already read the CV, analyzed LinkedIn and even spoken to the professional, it is worth taking another look at the CV and highlighting points that you would like to deepen in the conversation.
This way, with the data fresh in your memory, you will be able to focus on what really matters during the interview, without having to look at the resume to confirm all the information the candidate points out.
3 – Create a question guide, but don’t forget to be spontaneity
As a result of the previous items, by now you should already have plenty of material to put together your script, right? Therefore, develop questions that allow you to expand the conversation, going beyond CV data and capable of showing whether there really is a “fit” between the candidate and the open position.
Here you can ask anything you want, following the principles of common sense and ethics, in addition to labor laws, ensuring that all the points necessary to evaluate the professional will be covered.
However, don’t just stick to the script. Remember that, after all, the interview is also a conversation, which needs a little spontaneity and relaxation for both parties to relax.
4 – Think about the best format and dynamics for the chat
It is also essential to think about the format and dynamics of the interview. Will it be in person or virtual? At what time and time of day? How can you make the process easier for the candidate, who is often still employed at another company, without harming the process?
5 – Keep the evaluation criteria in mind
Acting as a recruiter is not an easy task, and you certainly already know that. One of the biggest problems, in fact, is being able to carry out a selection process that is as impartial and objective as possible, without letting your opinions and affinities influence the results.
To help you avoid a biased choice, review the evaluation criteria and go over each of them with the manager responsible for the vacancy. This way, you will remember to focus on pragmatism, taking into account only the information that is relevant to the open position.
6 – Don’t forget to bring the candidate’s CV, paper and pen
Whether virtual or in-person, the interview needs some support materials so that you don’t rely solely on memory. Especially because, in long processes, it is impossible to remember the details of all the professionals recruited.
So, print the candidate’s resume and take a pen and paper to the conversation. This way, you will be able to quickly check your CV and write down everything you deem necessary, creating an “external memory” for when you evaluate all situations and need to make a decision.
7 – Give the professional space to ask and raise questions
Finally, don’t forget that a conversation involves at least two sides. Therefore, give the candidate space to express themselves, answer questions calmly and also ask you questions.
In fact, don’t forget to use these moments to your advantage, explaining more about the company, the vacancy and all the important details, which will make it clear to the candidate what will await them in this new opportunity.