Conducting A Recruitment Interview_3736

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4. Discussion and concluding phase. During this phase you consolidate the picture you have of the applicant. Ask the applicant why this particularly job interests him or her. It is natural that questions of salary and career predominate. Begin the discussion phase with an observation which the applicant will perceive as negative, in order to strengthen your negotiating position. Conclude the interview, however, with a positive remark. Do not make any promises to the applicant - even a verbal commitment means the conclusion of a contract,You are not allowed to view links. Register or Login!
Do not conduct the interview as you would sales negotiations. Do not put up a facade for the candidate. A new sales executive will react angrily if he realises that he has been given the wrong information. This may result in the new salesperson leaving the company as soon as possible.
1. Contact phase. In the first five minutes of the interview, try to eliminate any tension the applicant may be feeling. Relax the atmosphere with the help of the welcoming 'ritual': "Did you have a pleasant journey?", "Did you manage to find us all right?"  During this introductory phase the talking time is equally divided between the interviewer and the applicant. Do not make the introductory phase too long, otherwise the tension will begin mounting again,You are not allowed to view links. Register or Login, they can start thinking "when is he going to get to the point?"
Many interviewers make the mistake of talking too much about themselves. The applicant is entitled to do most of the talking - you want to learn as much as possible about the candidate, after all!
Do not waste any time on polite set phrases if you realise that the applicant does not make the grade. Nonetheless, say goodbye as politely as you possible can.
3. Motivation phase. This is a time for the applicant to ask questions and for you to provide him/her with information. It is important to sell the role to the applicant. The best applicants may well be faced with a choice of job opportunities, keep that in mind. However do not waste any time and give short answers if the applicant shows little interest and only asks about the canteen food or travel expenses. Answer as extensively as you can if the candidate asks professional questions, and tell him what he should know.
A core subject on most leadership training courses and a skill all successful managers should posses is the ability to conduct an effective interview.
Every interview should consist of four phases: (1) contact and introductory phase, (2) interview or information phase, (3) motivation or answer phase, (4) discussion and concluding phase. The best length for each of these phases is: Phase 1 - 5 minutes, phase 2 - 20-45 minutes, Phase 3 - 20-45 minutes, Phase 4 '5 minutes
Agree on a decision-making deadline. Inform the candidate that you will discuss the outcome of the interview with company colleagues, and that it may possibly be necessary to arrange a second interview.
Establish who is will make contact with whom and when, at the end of the interview.
Conducting A Recruitment Interview
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2. Interview phase. Ask the questions and let the applicant do most of the talking. As a guideline they should be talking for around about 80% of the time. Ask questions with the purpose of encouraging them to provide expansive answers and not just a yes or no answer. The use of open questions therefore is important. Start questions with: What, why, when,You are not allowed to view links. Register or Login, where,You are not allowed to view links. Register or Login, who, how and which. Be prepared to probe further is the answer is short. Create the same basic conditions for both of you by supplying two note pads and pens: "Would you like to take some notes?" This will justify any notes which you might take! Be friendly and appear interested. Begin the discussion in a positive way by talking about something in the applicant's curriculum vitae of which he or she is obviously very proud. Extend the topics under discussion by digging deeper as the interview progresses.