Interviewing candidates can be a tough job, but if you prepare and conduct the activity in a planned manner, you can save a lot of time and efforts.
Even when the job profile is clearly mentioned, many candidates who may or may not fulfill those requirements are likely to apply for the designated post or vacancy, and not all will be fulfilling the requirements. So collect the applications and go through them to find out which candidates are in fact meeting the job related requirements. Screen the applications and shortlist three to five candidates who are meeting the job profile stated for the particular post. Make sure you check out the KSAs – knowledge, skills, and ability aspects within your screened applications, whether the candidates are meeting your expectations, and up to what extent. Once you have that ready, the second step is to call up the potential candidates and find out if they are still available for the post they have applied for.
Interviews don’t always occur immediately once the job seeker submits the resume – all interviews are conducted at a later predefined date, and chances are a candidate might have accepted another job in the mean time. So, call up and determine the status of the candidate. Once you have a list of all candidates who can appear for the interview, prepare your queries and questions you would like to ask the candidates at the time of the interview, to find out the extent to which they can fulfill the job profile. Also, create your candidate evaluation list which can aid you in selecting the most appropriate candidate after the interview is over.
Once your preliminary preparation is over, contact the candidate and inform him or her regarding the interview date. Provide sufficient time, usually a couple of days so the candidate can make proper arrangements to reach the interview venue. Make sure you provide the correct date, time, and location where the interview is to be conducted, and inform the candidate to bring along the required degree certificates and education as well as work related documentation.
During the interview, ask the candidate to take a seat and ensure the candidate feels comfortable for the event so he or she can answer your questions without any inhibitions or nervousness. Candidates tend to get serious, and at times fail to answer questions properly during the interview. Once the process is over, shortlist the candidate who fulfills the requirements to the most, and ask him or her for proper references. Verify the references.
Once the formalities are dealt with, inform the candidate he or she has been selected, and negotiate the pay scale. Many candidates prefer to negotiate their monthly pay after they have been selected. After fixing up the salary, carry out the confirmation and signing activities. If the candidate is required to sign a service contract or agreement, do the needful and take the confirmation.Image Courtesy : bpsusf