MightyRecruiterWhether you run a business yourself or work in a busy human resources department, you must be well-versed in interviewing job candidates by yourself. For some ideas on how to be the best solo interviewer possible, check out the seven tips below.
1. Start with the Job Description
It’s highly possible that part of your job as a solo interviewer is to write job descriptions. If not, be sure you carefully read the job description before an interview, and use it to clarify the results you seek. If you are crafting the description, include these sections: – About the job (include job title) – About the company (company culture, what makes it unique) – Main responsibilities of the position – Qualifications – Compensation package Also write a job description ïpersonalï to you that is all about the bottom line. What are the most important qualifications you seek? What is so critical about this job? Why should someone want to work for the company?
2. Create a Resource Center
The resource center you create need be nothing elaborate. It can be as simple as a three-ring binder or an internal company webpage. The main goal is to have a central place for you to keep the information you collect. And you’ll definitely need to educate yourself on solo interviewer tips. Reach out to other folks for their tips on interviewing as well as for information on the position in question. You can keep lists of good interview questions to ask, legal information, and do’s and don’ts.
3. Develop a Candidate Evaluation Sheet
Ranging from relatively simple to elaborate, candidate evaluation sheets are valuable assets in any interview. When you’re part of a panel or one of a series of interviewers, these sheets help keep everyone on the same track and ensure an objective standard is being met. But even when you interview solo, the benefits are immeasurable. No one’s memory is perfect, and the sheets can jog your thoughts when necessary and ensure you give everyone the same consideration across a variety of categories. To start, you can develop a ranking system from 1 to 5 (with 1 being poor and 5 being excellent), and assess candidates in categories such as professionalism, body language, written communication, oral communication, ability to handle stress, and coherence when answering questions. You can find many templates online to work from, or use software such as Microsoft Word or Excel to develop your own. If you work better the old-fashioned way, you could even have fun designing your own sheet using paper and pencil.
4. Focus on Open-Ended Questions that Challenge Candidates
Say you are going in for an interview, any interview. What are some questions that are so common as to have become meaningless? If ïname your strengths