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How to Interview Effectively ?

"You need to probe beyond the resume to know if the prospect (candidate) being interviewed for the position is the right one for the job, the company can offer."

Interviewing and evaluating future employees requires careful planning. The financial and emotional consequences of hiring the wrong person is absolutely damaging for all, who believe in a strategic hiring process. Sadly, many managers fail to plan for an interview, and so they gather insufficient or not so accurate information which would be needed to make the decision of hiring or rejecting.

Successful interview starts with HR Managers ensuring that all interviewers communicate with the candidates consistently and accurately, giving them the honest, timely and specific feedback on their interview performance.

For every position, should detail a job description, should detail functional requirements, desired professional and educational background, and the required skills. Interviewers need to determine if the candidate has the experience using the relevant skills and is a "good match," with the job, the company and its culture. This is a very wishful thinking, which can never happen in a Software/ITES/BPO, with the demand being so high, however, this process would be the best if put to practice. "Sharpen your axe," says Stephen Covey, in his famous book 7 Habits, so folks take time to do your homework.

Next thing is to ensure that the interviewers use language that aptly describes the culture and the values to attract like-minded future associates. If a company, for example values innovative problem- solving and teamwork, interviewers need to construct open-ended questions, asking how a past business problem was solved will determine if the candidate can "think outside" the box.

In an interview which say would last for an hour, it would be worthwhile to explore the experiences of the candidate with "lively" questions like "What has been your favourite position and why? will glean more information. A question like "How does this position fit into your career objectives? will determine if the prospect matches the role or not.

It would be nice to focus more on the candidates accomplishments and to ask how he/she achieved them.

To ascertain leadership abilities, one might ask, "I see you've managed a functional team, what were your experiences?" Depending on the response you might shoot out a few other questions like for instance, What was your thinking behind that decision?" Another tactic worth attempting is to set up a "problem/solution" scenario, allowing the candidates to link with some successful project they might have managed with a similar problem.

Well this is just a brief, but not certainly a coaching on "How to interview effectively."

What I want to submit finally is do not go through your interviews as if it is a routine. Let each of them be as "novel" as you can. Approach each interview with different set of questions, more to solicit more information from the prospects. It is important to be 100% involved and with high "listening skill," rather than trying to counter or evaluate. Leave all of those things to the end to enable take a decision, but never lose out on anything you can capture from what the candidate says.

Last but not the least, I've learned very early in my career that you never begin any interview with that question under discussion, "Tell me about yourself." It seems it means we haven't done our homework, it seems we haven't given any value to the profile that has been so painstakingly sent to us, it may also seem and mean we are too busy to care for another's career. Whether you hire or not, the candidate should leave the company with a feeling that it is a "great company to be in."

"He that does good for good's sake seeks neither paradise nor reward, but he is sure of both in the end." - William Penn

Who knows the one whom we reject today might be the same one we might have to recruit for our company later, or you might meet this same person next time somewhere else that you've gone to. The impression he/she gathers is from you. You are the image and the brand ambassador of the company, not the CEO or anyone up there.

"There is no sensual pleasure in the world comparable to the delight and satisfaction that a good man takes in doing good" - Tillotson

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