How to conduct a job interview for a potential employee (5 effective tips)

A large number of small and large projects fail for various reasons, the most prominent of these reasons being “employment” or workers.

There are many employment problems, e.g.

  • Either their number is greater than the number needed to perform the required tasks.
  • Or a conflict in the tasks of the employees, because the work tasks of each employee are unclear.
  • Or it’s not suitable for performing tasks, and that’s the focus of our discussion here.

There is a huge difference between hiring an employee who needs a job and hiring an employee who can do the tasks assigned to them.

If you are a business owner and need help hiring the right employee, or more specifically, you need to answer the question “How do you interview a potential employee?” We recommend you to continue reading.

The following lines contain a number of tips that will help:

  • It shows you how to successfully conduct a job interview with a potential employee.
  • Find out if this employee is the right person for the job you need.

Let’s start with the first tip:

1. Job analysis

Before you open the door to sending your CV or going forward in job interviews, you must first comprehensively analyze the job required. What is the concept of job analysis?

Job analysis is knowing exactly what skills and tasks the job requires. Does it require good leadership skills? Or presentation and communication skills? Does he need a great accountant? Or an eloquent speaker?

Do I need someone who speaks one or more foreign languages? Or someone studying sales? All these questions and more importantly answer the question of how to conduct a job interview with a potential employee.

For example, you cannot appoint someone who only studies soft skills to the position of accountant, even if he has the qualifications to be a very successful PR officer.

In this case, you’re like asking a blue whale to win a land battle over a lion!

Why is a job analysis important before a job interview?

A) Job analysis prevents you from making the mistake of hiring the most qualified people at the expense of the people the company really needs, a common mistake many HR professionals make.

B) Job task analysis helps to determine the employee’s required qualification level and thus to determine the salary that is suitable for him.

It is worth noting that one of the pillars of job analysis is determining the salary to be paid in advance, which helps to better limit the suitable options available to you.

C) Failure to analyze the job and its requirements well leads to casual hiring of workers… thus leading to inflation of the firm’s workforce. This causes an imbalance in the budget and the inability of employees to perform tasks fully and correctly.

D) One of the consequences of not knowing and analyzing the workplace is that you ask inappropriate questions in a job interview, which exposes you to a greater chance of hiring an inappropriate employee.

2. Check CVs

Once you have announced a recruitment opening in your organization or company, a number of candidates will come and send their CVs.

Why should you carefully review these resumes before interviewing for a job?

A) Careful review of resumes saves unnecessary job interviews with people who do not have the qualifications required for the job. Once you’ve sorted and reviewed these CVs, you can immediately rule out unsuitable candidates.

b) This step also allows you to save a lot of time during the interview itself in getting to know the candidate and gives you a preliminary idea about him, which helps to reduce the number of questions to determine whether this person is suitable for the job or not.

c) Checking resumes and categorizing them will help you easily find the right candidate category.

For example, if the job has a relatively low salary and does not require much experience, in addition to the possibility of an unpaid training period, it makes sense that the required employee belongs to the most qualified category of recent graduates.

If you do not find what you are looking for in this category, you can go directly to the next category, which is for those with little experience and so on.
On the contrary, if the job requires an employee with long experience and a relatively high salary, the first to exclude recent graduates and those with little experience.

In short, you can use your CV as your guide when answering the question of how to conduct a job interview with a potential employee before you go through with the job interview.

3. Ask the appropriate questions

This tip is the most important on our list. Asking inappropriate questions during a job interview that are not actually useful in determining whether or not this is the desired candidate can cause the interview to fail completely and not achieve the desired results.

The questions asked in a job interview largely depend on the nature of the job or vacancy, and we cannot prepare guidelines for every job.

But there are a number of questions you need to ask to determine a candidate’s qualifications and suitability for the job, such as:

What do you know about our company?

This question measures a person’s interest in the organization they want to work for and determines whether they just want to be employed or whether they are interested in this job and this organization. It also measures a person’s interest in collecting or receiving information.

Why did you apply for this position?

Its goal is close to the goal of the previous question and, in addition, it determines the extent of the potential employee’s interest in this job.

What makes you a good fit for it?

This question is very direct and its answer helps to know if the person is really suitable for the job or not. By comparing the answers to this question after the job interview, you can easily find the right person.

Why did you leave your previous job?

There are many reasons why a person leaves his job to find another one: administrative problems, financial problems, problems in the work environment or the desire for a better position.

Keep the candidate’s answer carefully in mind and, if nominated, avoid past mistakes.

What are the pros and cons of your previous job?

The good and bad sides of working in a previous workplace can also be the advantages and disadvantages of the potential applicant himself! It depends on the candidate’s answer.

What is the biggest mistake you ever made in your previous job?

This question measures the candidate’s honesty and his attitude towards the work environment, as well as his communication skills.

What did you learn from this mistake?

Like the previous question, this question largely describes the candidate’s communication skills and general ability to develop.

What work environment suits you and where do you want to work and produce? How do you prefer to work alone or in a team?

This question will help you to find out the applicant’s adaptability in different work environments and it will also help to provide this applicant with a suitable work environment if they are selected.

Do you need to ask questions?

The answer to this question also measures the applicant’s interest in the job, and we mention the importance of this point in detail.

Also Read: How to Become an HR (Guide with All the Information and Resources You Need)

4. Allow questions

Don’t end the interview without letting the candidate strut their stuff. You can learn a lot if you let these candidates ask questions however they want. How do you conduct a job interview with a potential employee without knowing how they feel about this job?

What information do you get from this step?

A) With the help of the questions asked by the job seekers, you can find out each applicant’s interest in the job and his seriousness about getting it.

This doesn’t exactly mean that a candidate who doesn’t ask questions isn’t qualified to answer them, but asking certain questions reveals the candidate’s thoughts about the job and the organization in general.

b) By asking the job seekers, you can find out the applicant’s expectations for the job, the employer and the interview in general, and whether this job meets these expectations or not.

c) By asking job applicants, you can find out if the applicant has done good research about the company or not? How comprehensive his research is. Did this research capture the most important information related to the job or position?

D) The questions they ask will help you know whether or not their ideas fit the company culture and the nature of the job.

NOTE: You should be fully aware of all information related to the company you represent Make sure you have all the information you need during this interview.

Read also: How to form a successful work team (How to choose and lead a work team)

5. Remember to write a blog

Blogging is not optional in a job interview. You should write down and jot down everything that catches your attention in each of your interviews.

Write down the answers to the questions you liked and didn’t like, and write down the education and practical experience that the applicants mentioned in the job interviews and left out on the CV.

Also mark the people you decided to reject during the interview or the people you decided to promote to the final stage of the selection process.

You can even write down your personal thoughts, your impressions of the candidates and the skills you noticed when they answered the questions during the interview. All these notes will be of great help to you in your decision making.

You desperately need this information right in front of you after these interviews. When this information is classified later, it becomes easier to select the right candidate.

If you follow the previous tips, we can say that conducting a job interview with a potential employee is not difficult, especially if you know exactly what you are looking for and what you are looking for.

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