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Interview checklistWe can look at the interview from two point of views. From a point of view of a job seeker and of an employer. In this article, we will try to cut the interview into pieces, from a perspective of an employer:


1st. Phase:  Creating the ideal candidate profile

This is the phase most companies forget about. Then, when they come to an interview, they do not know who they are looking for. Before you even start to think about conducting interviews, you should prepare the profile of an ideal candidate. Such profile includes the following information:

  • What is the education and experience of an ideal candidate?
  • Abilities and skills needed for the job.
  • Type of personality suitable for joining the team.
  • Practical knowledge needed for the job.
  • Computer skills and language skills needed for the position.
  • Soft skills desired and needed.
  • Anything else what is important for you.


2nd. Phase: Creating a pool of candidates for an interview

Because of the crisis, this task in not difficult at all. Usually it is enough to post the job offer with attractive (but to the point) title on some well-known job boards. You should try to be relevant and to speak in easy terms. Doing so, you will avoid receiving countless job applications from people that do not fulfill even the basic requirements for the job.


3rd. Phase: Selecting the right people for face to face interview

Once your pool of candidates is big enough, you should select the best candidates. First thing to do is to screen their resumes and filter out people that do not fill basic requirements and people you simply have bad feelings about. There will always be some, believe me. You can use a short screening interview to do this.
Or you can make a short phone interview with the people who left in the group, especially if they live far away from your city. To ask few common phone interview questions should be enough to assess their real motivation and interest for the job, as well as their communication skills.

After reviewing the resumes and conducting short phone interviews, you should be ready to move forward.


4th. Phase: Scheduling the interviews

Not much talk needed here… You should schedule the interview with every applicant. We suggest to not start the day with the favorites (based on resumes and phone interviews). You should rather start with the candidates you do not expect to get the job (still someone can always surprise), in order to test if everything goes well in an interview and simply to get into the process a bit on your own end. Do not forget – not only candidates are selling themselves in an interview. You also need to make a good impression…


5th. Phase: Prepare the list of questions, tests and case studies.

You should plan your interview in detail. Where would the applicants sit? What options to drink would they have? How would you introduce yourself and your company?
It is good to simply create a plan of steps you will follow in the interview and then follow it with every applicant. To be able to take the right decision, the interviews should be nearly identical for every applicant. That is the only way how to compare different people realistically, without too much influence on your own emotions.

Maybe you ask yourself what list of questions to use in the interview. We discuss this topic in the following article: Interview questions to ask candidates. After reading it, you should understand what questions to incorporate into your interview process.

Once you have the plan of steps and plan of questions, you are ready to go…


6th. Phase: Face to face interviews.

The preparation period is over. You have invited all the candidates and know exactly what to do with each one. Now it is important to make plenty of notes or to record the interviews if possible. To decide about a best person for a job in real time is close to impossible task… That’s why it is important to make notes and evaluate everyone later, once the emotions are gone.


7th. Phase: Making decision and sending the offer.

If you made everything right in your interview up to this point, the next step is a pleasant one! Enjoy the good work you have done and pick the best candidate for the job, based on the ideal candidate profile you specified in the first step of this guide and all the materials from job interviews.

If your offer is good enough, the best candidate should accept it. And that’s the end of the process. It wasn’t so difficult, was it?

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