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Conducting a job interview is quite tricky, especially when you don't do this often. In practice, I see so many people conducting "bad" interviews. Sorry but unfortunately, it is true. Recruiting people is a profession in itself. I will, therefore, give you tips to structure your conversation and to conduct a better interview.

What Is The Purpose Of a Job Interview?

An interview aims to get the best possible picture of the applicant in a short time. In a short time, you want to determine whether the applicant fits the organization and whether it is suitable for the job. Why do companies spend the first 30 minutes telling a long story about their company and what they do? If your applicant has done his homework well, he already knows what you are doing. The interview should, therefore, be about the applicant. What does this applicant want? What is he looking for? What does he think is important?

My Job Interview Conversations Always Consitst Of 8 Parts

1. Introduction

I always start with an intro, who I am (recruiter, manager of the department, supervisor), and what the job interview will look like. In the meantime, the applicant can get his nerves under control a bit. I also always indicate that it is a two-way conversation. I am going to assess the applicant, but the applicant must also evaluate the company and me. That is why I always indicate that I want someone to walk out the door with a complete picture so that he/she can also make the right decision.

2. Private

I always start with personal questions. This is to put the candidate at ease. It's easier to say where you come from, where you were born, your hobbies, etc. How did the candidate end up with us? What does he like about a job? What does he dislike about a job? What are the strengths and weaknesses? It often helps to ask how friends or family would describe him or her. I also ask what the candidate thinks the organization is doing without right or wrong and whether he has viewed the website? I let the candidate tell what he knows and supplement that picture if necessary. This way, I don't have to make my plea about the company for 30 minutes.

3. Training

Has the candidate made a targeted choice? Why did someone choose a particular course? Can he substantiate his choice? Why has someone dropped out or quit? Does he know what he wants? What did he want to achieve with the training? Would he want to do or finish another course? If yes, which one?

4. Work Experience

Purpose: What kind of employee is it? Does he know what he wants? Does he think about the steps he is taking? Does he think he fits the position?

Questions: The last employer, what was the position like? Why left/wish to leave? What relevant work experience have you gained, and where? Why is that relevant? What was your role? What were your duties? What responsibilities did you have? What is important to you in a position? Why? Which employer did you like best, and why?

5. Function

Purpose: Does the candidate know why he is here? Has he thought about the job content? Does it have a realistic image, and is it correct?

Questions: Why did you apply for this vacancy? What is your idea of the position (I will explain why I ask this "without right or wrong, but then I may be able to supplement you")? Complete the image if necessary. Where do you think you will get the challenge? What else do you need help with? Where do you think you should develop further? When do you go home with a satisfied feeling? Are there anything that seem difficult to you? Why?

6. Questions From The Applicant

See if the applicant has any questions, discuss and review them.

7. Final Questions

When are you available? What is your cancellation period?

How many hours are you available (weekend evenings)?

What is your Salary indication?

8. Continued Explaination

I always let the applicants know when I expect to be able to give feedback. I also immediately tell him/her that the candidate will, for example, have a second job interview and what the further process would look like. You must keep agreements! Even if you don't know anything yet. Inform the candidate properly that you do not know yet or will come back to it later. Sometimes we forget that applicants are nervous.

Do you have any additional tips for a good job interview? Let me know here.