To conduct a job interview, which questions are useful to ask and which are prohibited? What process should be put in place to optimize the meeting? How to make the job interview a positive tool for your employer brand even if the recruitment is unsuccessful? Complex, Ielts Online Interview Prepration Chandigarh this exercise logically raises a number of questions.
This is one of the main missions of HR but not necessarily the simplest, nor the most pleasant. Not easy because it engages their responsibility, not pleasant when the meeting is sinister. To avoid these two pitfalls, there are rules and methodologies to put in place. Even if zero risk does not exist…
The recruitment interview is the first meeting between the candidate and the company.
For companies, their reputation is increasingly important to take care of. Candidates, like unhappy employees, no longer hesitate to pour their gall on social networks and to testify to bad practices or behavior. However, the reverse is also true.
The job interview has become a tool at the service of his employer brand like any other. Greet candidates politely, offer them a drink, put them at ease without showing impatience or weariness, even if it’s the 20th you ‘ve met during the day… That’s the basics.
For the experience to be as successful as possible, even if the interview is done remotely , you should introduce yourself, review the company and the position to be filled. Transparency being a quality expected of candidates, be honest about the reasons for recruitment: difficult mission given the context, replacement of a person who did not do the job, job creation, etc. Don’t imply that there are career developments if there aren’t, Ielts Online Interview Prepration Chandigarh talk about salary and benefits (why wait for the 2nd meeting?) and, at the end of the interview, be specific about what’s next of the process: how many remaining steps, how many people on the shortlist. Show that you respect your interviewer even if the deal doesn’t close.
Conducting a good job interview: the questions not to ask
Despite the possible sanctions in the event of discrimination in hiring (three years in prison and a fine of 45,000 euros), companies are still struggling to evolve. Even before the interview phases, Ielts Online Interview Prepration Chandigarh several waves of testing carried out by the government in 2020 showed that a CV with a name of North African origin had 25% less chance of obtaining a response than a CV with the name of European origin. Proof that there is still a long way to go…
But, back to the recruiting process. To avoid falling under the law, you must already have in mind the questions that you cannot ask a candidate:
- What is your family situation ?
- What is your age ?
- Do you belong to a political party?
- What is your sexual orientation?
- What is your spouse’s occupation?
- Do you want children soon?
- What is your current weight?
- What is your religion ?
Clearly, everything that concerns the privacy of candidates and brings absolutely nothing in relation to the position to be filled.
Examples of questions to ask to assess the candidate
Conversely, to assess the quality of the candidate and the level of his skills, certain questions are almost necessary to pass an effective job interview. Open questions to give him the floor and see his ability to structure his thoughts and even his level of sincerity.
Among the good old questions that always work, try these:
- Why our company and not another?
- What are your qualities and your faults?
- What is your greatest professional achievement?
- And your biggest failure?
- What would be your ideal position?
- Why did you leave your old position?
- What do you think you will bring to our company?
The secret of a successful job interview on the employer’s side
What do Boeing, Nike, KPMG, Yamaha have in common? A certain sense of levity and humor, according to Adrian Gostick and Scott Christopher , authors of The Levity Effect, How Fun and Humor Can Improve the Bottom Line . Still according to them, after having questioned a million employees on what makes a company attractive, the answer is still humor.
The job interview is already a stressful process for the candidate, there is no need to make this exchange even more tense. Obviously, if your sense of humor is down, don’t force your nature. But nothing prevents you from distilling good words and well-felt repartee to lighten the atmosphere. This is a great way to see how the candidate will react in order to detect their behavior and analyze their skills. If he bounces back, Ielts Online Interview Prepration Chandigarh it’s because he too has a certain witticism. After all, humor is a soft skill: it creates a positive energy, particularly compatible with the objectives of a company.
How to finish the job interview well?
As it is important to know how to welcome a candidate, it is just as important to know how to say goodbye. Thank him for the exchange and explain the rest of the operations (“We see 3 more candidates this week and we will make our decision the next” ).
Large companies often have lengthy recruitment processes. If so, explain how many steps are left and when the person will be invited to the next one. If you are a small structure and you think you have found the rare pearl, call them back quickly and congratulate them.
In an ideal world, you would even have to call an unsuccessful candidate and explain why . Otherwise, a standard email will do. But, please, Ielts Online Interview Prepration Chandigarh if you know quickly that the candidate is not the case, do not delay informing him. There is nothing worse than a disappointed hope.
Implement these good practices now to pass your recruitment interviews!
