Rules to Stick to When Conducting Interviews for Hiring

Interviewing a candidate is just as tricky as being interviewed for your dream job. Not only do you have certain expectations from the candidate, but they also have some expectations from you. Your attitude towards them has a huge role to play in their decision of working with your organizations. All individuals wish to work in a cooperative workplace and they usually get an idea about it by the questions, body language, and overall treatment by the interviewers.

There are some rules that you should stick to when you are conducting interviews to fill in the blank spots in your organization. Read below to know what they are so you don’t go wrong with the process.

  1. Avoid Asking Personal Questions

Race, religion, and sexual orientation do not have anything to do with the candidate’s professional life. They are largely personal matters and have nothing to do with how the candidate will perform in your organization. You should be judging their collaborative problem-solving skills and the ability to work in teams.

Make sure it matches the job description and keep yourself from asking personal questions as this is regarded as discrimination. You should see for organizational culture to be able to ask the right questions.

  1. Do Not Sound So Strict

You might lose a candidate with excellent skills if you attempt to sound bossy and strict when conducting interviews. Your body language should be friendly yet professional. The whole idea is to create a comfortable environment so the candidate can easily answer your questions.

Do not puzzle them with your expressions or tone if they are unable to answer what you expected. Be gentle whether you are a swimming pool owner hiring new staff or the HR manager of a top organization offering emerging opportunities.

  1. Avoid Personal Biases

Let’s say the candidate enters your room and you suddenly remember that it’s the same person you had a quarrel with during your university days. We understand that such a situation gets quite embarrassing or you even feel the rage inside you.

However, none of this should affect the interview. Personal biases are not welcomed in any workplace. The candidate is here to get a job and not to take revenge for something that happened five years ago. Be kind!

  1. Show Some Interest

Show a keen interest in whatever the candidate says even if you feel their skills and aptitude are not what your organization requires. Your expressions and replies should be full of positive energy. At no point should the candidate feel they are being looked down upon for whatever they are saying. A little kindness at this point will go a long way.

  1. Give Them Hope

If you think you have found the right candidate to be qualified for the next interview, then there is no harm in giving them hope. Simply appreciate their portfolio and let them know that your team might call them in for the next interview.

Remember that job candidates are one of the most stressed out beings and they need a little reassurance to keep going. Job hunting is not easy, but your words and little strategies like these definitely make it a little less stressful.


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