The human resources department in any organization is critical and plays a very pivotal role in the development and progress of any organization by fulfilling its mandate and core functions that include compensation and benefits, training and development, employee relations as well as recruitment and selection.
Indeed this processes that are closely linked ensure that the organizations reaches its desired goals and objectives, besides the achievements and realizations of mission and vision both effectively and efficiently for its sustainability, the fulfillment of customer need and wants including their satisfaction as well as the profitability of the organizations.
It is therefore against this backdrop that this article critically delves in the process of recruitment and selection and specifically the task of interviews.
Consequently, human resource personnel are the individuals tasked with the development of strategic solutions which meet the labor force trends as well as workforce demands. Undeniably, the employment manager in any organization essentially oversees the recruitment and selection processes.
Conversely, a human resources manager is primarily responsible for decisions related to corporate branding as it relates to recruiting and retaining talented employees. Human resource managers responsible for this usually look at the recruitment and selection process, as well as compensation and benefits to find ways to appeal to highly qualified applicants, while the real task begins at the interviewer’s panel.
Subsequently, just like the interviewee has to be ready and prepared for the interview process, similarly, a good interviewer is not only required to be set but consequently equally prepared and knowledgeable about the prevailing market trends in the specific job market not to mention the very particular field.
To become a good interviewer, one must ask questions that elicit the type of answers they require in order to determine the right candidate fit for the position and the organization. Needless to say therefore that the success of the interview correspondingly depends upon the interviewer as it does the candidate. Thus it’s unequivocally important for the interviewer to be prepared as well as confident before evaluating an individual for a job.
Undeniably there are therefore a few key things to keep in mind when conducting an interview after one has narrowed down on the top applicants in a particular position. The major and most significant key components include what kind of interviewer one is. Indeed for one to be a good interviewer one ought to earnestly prepare for the interviews and avoid looking at the candidates’ resumes until a few minutes before they are about to take the interview. One needs to get to know the candidate in advance in fact well before they arrive. Consequently, Just like your best-suited candidate has spent hours preparing for their interviews with your company; you should spend at least as much time getting ready for the interview as your interviewees.
How to interview candidates
Unquestionably, by asking the right questions the interviewer will most likely attract the right answers and therefore the right candidate. Needless to say, thus the most fundamental focus of the interview process is the questions asked to the candidates and is the major determinant of the answers, response and therefore a determining factor in recruiting the most suitable person for the job. Indeed by asking the vital questions get one gets the best answers.
The interviewer should not assume the candidate is primarily interested in the position offered and that is why it is critical to get the reasons for the applicant presence by asking them the question why they are there. It is not surprising that despite their detailed resume the candidates will to try to dazzle you with their remarkable personalities, extensive experience, ethical work standards, in addition to their love of teamwork, and how they can work under pressure and lack of cultural bias. It is therefore important to as the candidate what they can actually do for the organization.
Accordingly, despite the person that will eventually get hired, the interviewer should realize that no matter the credentials, the organization will need to take the individual through the orientation process as well as training through the induction process. Therefore getting to know the kind of person your applicant is almost significant the right question to ask is therefore what kind of person they are as looks and papers may be deceiving.
This questions though delving in their personality are critical not only for the position but for the wellbeing of each and every employee in the organization including the interviewer. Here one will be able to assess candidate’s honesty ethical standards, levels of responsibility, dependability and ability to work independently.
Lastly, each employer should be able to evaluate the affordability of the individual and whether it is according to the prevailing market rate and whether the institution will be able to meet the applicant financial demand as well as whether it is within the organizational means. Therefore the prospective employer should ask the candidate how much they expect in terms of remuneration.
Things Good Interviewers do
Although the human resource management is multi-disciplinary and is for that reasons both a science and an art, the interview process is an art that one need to master and perfect. It is therefore against this backdrop that the interviewer needs to do the following:
- Review each individual resumes of the interviewees the early enough before the start of the interview process. Doing this allows the human resource officer interviewing the candidate ample time to tailor make questions for each and every applicant.
- On the other hand, one needs to be knowledgeable about the job description duties, responsibilities as well as the requirements of the job. Indeed doing so will lessen the chances of you surprising new hires with duties that they were not adequately prepared for.
- By drafting your questions before the interview will not only reduce the time and ask questions in an orderly format but also increase the chances to asking questions and get responses that will aid in guiding your contracting decision. The questions are only a guide and can be reviewed as the process progresses.
- Selecting a conducive environment for both the interviewer and the interviewee is paramount it is, therefore, important to ensure the environment is a cool atmosphere as some applicants tend to sweet during the process due to nervousness.
- It is paramount to take a lot of notes where there are a number of candidates. This practice will enable one to keep track of one’s thoughts and are instrumental and beneficial in case your organization is sued for an unpopular contracting decision. Good note taking will also aid in reviewing the right candidate after long and grueling interviews that require a number of candidates from an equally large pool.
- Since the interview process requires asking questions it is vital to ask the questions exhaustively without leaving any shadow of doubt noting your own impressions of the applicants in order to make sound decisions in picking your prospective employee.
- Study the labor laws of the particular countries to avoid any legal consequences especially as concerns human rights abuse or against the bill of rights.
Things Good Interviewers Avoid
Since the interview process ought to be above bond one need to avoid the following:
- Discriminatory questions and for this reason the laws of the land as well as the bill of rights which offer a basis of individual’s fundamental rights. Therefore, the don’ts in any and every interview process should be Specific Measurable Achievable Realistic and Specific (SMART).
- One should not thus dwell on questions that have little to do with an applicant’s suitability for a particular job.
- Avoid interviewing questions that have legal ramifications. Depending on some legal frameworks and labor laws one should not ask an applicant:
- Whether they are married
- Their race
- Height and weight.
- About religious affiliation or faith
- Sex or sexual orientation,
- About arrests or conviction record.
- Further still one cannot ask an interviewee whether they are disabled; have a car and a variety of other questions.
- Such questions that don’t have or even relate to the applicant’s ability of to perform their jobs should be avoided at all cost.
Lastly, despite the aforementioned points the mannerism and practice of the interviewer should be cordial and warm. One ought to welcome, greet and briefly chat warmly to facilitate their relaxation while discussing very general topics like the weather, how they got to know about the position while avoiding scandalizing topics.
Secondly inform them a summarized version of the position, job description, and the kind of person the organization is looking for, as well as giving them a short outline of the interview process. Thirdly, ask relevant questions to the position advertised and applied for covering their work experience, education, and any correlated topics.
The interviewer should talk less listen more avoiding creating the notion that you are selling the position rather that recruiting the best-suited candidate for the job.
Get the candidates to tell you their strengths and weakness while you examine their experience finding out the candidate’s strengths and weaknesses and finally conclude the interview by giving the candidates an opportunity to offer any further information that they feel is necessary for you to make a decision. Offer them kind regards for their interest, and let them know when they are likely expected to hear your organization.