Conduct an Interview with Less Time and Better Results

For any employer or owner, it is crucial that you hire the best people for your company or business. Often times you have to go through myriads of applicants vying for the position being offered. This usually takes a lot of time, so the interview process needs to be as efficient as it can be, to save time and in that way to reduce costs. The following are some tips you can keep in mind to make an interview efficient and get the desired result of hiring the best person for the job.

  • Focus on your standards. Keeping your eyes on the goal is the key. Write down the standards and traits that you need in your candidate of choice. A good balance between your set benchmark and a realistic look at your candidate pool will be the best approach.
  • Prepare your questions in advance. It's good practice to prepare a set of questions in advance. You may or may not ask all of the questions, to avoid making your interview process predictable. Assuming you have your set standards already, you can key in on the important questions that will make your candidate express their ideas, opinions, and possible actions.
  • Listen more and talk less. Listening more can help you focus on what you need to know about your candidate. Observe the quality of their questions. Note whether they can back their theoretical knowledge with concrete examples or situations based on their prior experience. An example would be, to give more consideration to a teaching applicant who can give a story of how she handled a distracting student and give the theoretical basis for her approach, compared to someone who can give you a rundown of the different classroom management techniques he or she has learned.
  • Avoid too much small talk. Most interviewers fall into the trap of deviating into a topic that interests himself and the candidate, and you end up chatting more about your favorite NBA team, rather than tossing out opinions about new software development. This may also lead to certain biases if not done in moderation, which will affect your procedure significantly.
  • Let your candidate ask the questions. Letting your candidate ask questions is a critical stage of the interview, since it will give you an idea of your candidate's eagerness. An applicant that asks about possible career options and important details about the job description shows that he or she is focused and ready to engage in the job being offered. On the other hand, if a candidate does not ask questions and swiftly ends an interview, it is usually an indication that the applicant is not that eager to get the job being offered.

In any line of work, it is important to have employees with competency, professionalism, and eagerness to engage and work for the common goal set by the company or business. And it all starts with that initial interview. First impressions may not last that long, but they are a crucial mirror of an applicant's eagerness and focus.


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