Interview training the science of successful interviewing

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Interview Training – The Science of Successful Interviewing Many companies are still using traditional methods of interviewing candidates, which often make people who are pleasant and articulate pass the interview stage with flying colors. However, this person may have the best communication skills, yet, may not be the best person for the job. Failure of many companies to hire people who fit the job perfectly is the result of their ineffective interviewing. Interviews serve as the means to determine if the candidate will be able to perform the tasks that he or she must do based on the description of the job. But what happens is that companies end up hiring people who can speak well but cannot do the job right. Nowadays, there are tools that a hiring manager or an employer can use to conduct a reliable and effective interview. Aside from the tools, there are also trainings that teach the science of successful interviewing. Traditionally, only the interviewees practice for an interview; today, interviewers must be prepared to ask the right questions during an interview to make it a successful one. The main purpose of the interview is to be able to predict the future performance of a candidate. Thus, the interviewer should know the right questions to ask. Here are some of the questions that effective interviewers ask job candidates. 1. Start with questions that measure the candidate’s self-awareness. People who are aware of their weaknesses and strengths are easy to work with because they know that despite their expertise and knowledge, they are not perfect. These people will be open to suggestions, can accept criticisms, and can easily adapt to changes. You can ask the candidate to describe his or her career growth, how will he or she make adjustments to fit a certain role, how he or she would handle change, and what makes him or her better than his or her peers. Then, ask about weaknesses and strengths. 2. Next, discover if an applicant has a clear idea of what his or her current job is and the demands of the job. Ask about company details that the applicant must know as an employee. An applicant who does not even know how the company where he or she works earns revenue and how it spends what it earns is not a good candidate. Lack of knowledge of what is obvious reveals about the person’s lack of concern about his or her job and the company that hired him or her. 3. Determine if the person will fit in with the rest of the employees by asking questions about work habits, attitudes, and how to handle ones self in certain situations. Hiring someone who will be good at the job but could not assimilate the company culture would be like a fish out of the water. Skills as well as relationships are important to do a job well. 4. Check the candidate’s desire to work for your company. A person applies for a job in your company because he or she wants to be a part of it. And he or she will only have that desire if there are facts that make your company attractive. Determine how much research he or she did before applying. If he or she did not do any, that means that he or she desires a job, any job, and not working for your company. Conduct a successful interview by enhancing your interviewing skills. You can take online courses that will teach you how to interview applicants effectively.


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