There are many guides, checklists and courses for job seekers to guide how to prepare for a job interview and to offer tips on how to make an interview a successful one. What about the interviewer? Is the recruiting supervisor, being a substance expert, automatically a good interviewer? Is the interview a guaranteed success following the same pattern as always and without making any preparations, if the interviewer has taken part in numerous recruitment processes? No, and no.
Even today, the role of the interviewer is not seen to its true extent in all companies, focusing rather on data collection and decision-making processes related to a single recruitment. For job seekers, the interviewer represents the entire company. The image of the employer and company, being personified in a single individual, contains such an immeasurable responsibility that the company should always ensure that the interviewer has sufficient resources and tools and is ready to develop them.
The importance of preparations
When it comes to job interviews, “well begun is half done” is not true. However, thorough preparations have a huge impact on success. Below are listed a few tips that are worth keeping in mind.
- Think of your use of time. A smoothly and rapidly flowing recruitment process has an impact not only on the experience job seekers obtain from the interview, but it also ensures that the best applicants wait to hear your decision, without accepting any competing offers. Therefore, fill in your calendar as required, already when planning the recruitment process.
- Know what the position is and what its criteria are. What are the absolute criteria for the position to be filled and, then again, what criteria are less important or secondary? Make sure that everyone involved in the recruitment process shares their understanding of the criteria and their order of importance. Only when using criteria can you compare applicants with each other and ensure that the goal remains in sight during the entire round of interviews.
- Prepare a framework for your interviews. In this way, you can make sure that you go through all the key facts related to the job with every person being interviewed and that you can keep the situation under control, even if the job applicant is more difficult.
- Agree on different roles. If there are more than one interviewers, set your roles beforehand. Seamless cooperation and good chemistry between interviewers creates an impression of the atmosphere and culture of the working community for job applicants – both in good and bad.
- Be interested in the person being interviewed. This should be the leading idea throughout the recruitment process and, before the interview, it is made concrete when examining the information provided by applicants so that you have knowledge of basic details and know what areas need to be specified or clarified further. Remember that you can only take a look at information which the applicants have provided personally or the use of which they have authorized.
- Give information to the applicant. In addition to being able to come to the right place at the right time, the applicants need to know who they will meet and whether they need to bring any letters of reference or academic certificates.
- Improve your interviewing skills. The most typical pitfalls are associated with the preconceptions of the interviewer and their incorrect observations and interpretations. Luckily, interviewing skills can and should be developed. Shake your rooted habits and challenge yourself. Practice new interviewing techniques and, most importantly, learn to know yourself better!