Large numbers of small and large enterprises
collapse for a variety of reasons, and on top of these reasons is “labor” or
employees.
Employment problems are many, including:
- Either their number is greater
than the number needed to complete the required tasks.
- Or inconsistency in the tasks
of the workers due to the lack of clarity in the job tasks of each worker.
- Or they are not suitable for the task, which is the
focus of our discussion here.
There is a huge difference between hiring an
employee who needs the job and hiring an employee who can do the tasks assigned
to him.
If you are a business owner and need help in
hiring the right employee, or more precisely, you need to answer the question
“How do you conduct a job interview with a potential employee?” We recommend
that you continue reading.
The following lines contain a set of tips that
will help:
- It determines how to conduct a
job interview with a potential employee productively.
- Find out if this employee is the right fit for
the job you need.
We start with the first tip:
1. Job analysis
Before you open the door to submit resumes or go
ahead with job interviews, you must first thoroughly analyze the required job..
What is the concept of job analysis?
Job analysis is to know exactly what skills and
tasks are required for this job. Does it require good management skills? Or
presentation and communication skills? Does she need a good accountant? Or a
gentleman?
Do I need someone who speaks one or more foreign
languages? Or a sales person? All of these questions and more basically answer
the question of how to conduct a job interview with a potential employee.
You can't, for example, hire someone with only
soft skills for an accounts job, even if that person has the qualifications to
be a very successful PR officer.
In this case, you are like asking the blue whale
to win a wild battle over the lion!
Why is a job analysis important before conducting
a job interview?
a) Job analysis avoids making the mistake of
hiring the most qualified people at the expense of the people the company
actually needs, and this is a common mistake that a large number of HR
employees make.
b) Job analysis helps determine the level of
competency of the required employee and thus determine the salary that will
suit him.. A highly qualified employee with more than 10 years of experience
will not receive the same salary as an employee with two years experience, for
example, or a recent graduate.
It is worth noting that one of the pillars of
the job analysis is to determine the prepaid salary, and this contributes to a
better selection of the appropriate options available to you.
C) Failure to analyze the job and its
requirements well leads to the random recruitment of workers... which
consequently leads to the inflation of employment in the company. This causes
budget imbalances as well as workers' inability to get tasks done completely
and correctly.
D) One of the consequences of not knowing and
analyzing the job well is that you ask inappropriate questions during the job
interview, which exposes you more to the possibility of hiring an unsuitable
employee.
2. CV review
After announcing the opening of employment in
your organization or company, a number of candidates apply to submit their CVs.
Why should you review these bios carefully
before conducting a job interview?
A) A careful review of these bios saves you from
unnecessary job interviews with people who do not have the qualifications
required for the job. After sorting and reviewing these bios, you can
immediately exclude the unsuitable people.
b) This step also enables you to save a lot of
time during the interview itself in getting to know the candidate, and gives
you an initial idea about him, which helps reduce the number of questions asked
to find out whether this person is suitable for the job or not.
c) The process of reviewing and dividing CVs
into categories helps you easily reach the category that includes the right
candidate.
For example, if the job is with a relatively
small salary and does not require much experience, in addition to the
possibility of an unpaid internship, the possibility of the required employee
being in the category of more qualified recent graduates makes sense.
If you do not find what you want in this
category, you can go directly to the next category, which is those with little
experience, and so on. The opposite is true. If the job requires an employee
with great experience with a relatively large salary, the category that will be
excluded first is the recent graduates and those with little experience.
In short, you can consider the resume as your
guide to answering the question of how to conduct a job interview with a
potential employee before you even go to a job interview.
3. Ask the right questions
This tip is the most important on our list.
Asking inappropriate questions during a job interview that do not actually help
in knowing whether this is the desired candidate or not, may cause the
interview to fail completely and not achieve the desired.
The questions asked in a job interview depend to
a large extent on the nature of the work or the vacancy, so we cannot create an
example guide for each job.
But there are a set of questions that you must
ask in order to determine the efficiency and suitability of the candidate for
the job, such as:
What do you know about our company?
This question measures the person's interest in
the organization in which he wants to work, and determines whether he wants to
be hired only or is interested in this job and this particular institution. It
also measures a person's interest in collecting or receiving information.
Why did you apply for this job?
Its objective is close to the objective of the
previous question and besides that, it determines the extent of the potential
employee's interest in this particular job.
What makes you a good fit for her?
This question is very straightforward and its
answer helps to know if the person is really suitable for the position or not.
Comparing the answers to this particular question after completing the job
interview will make you choose the right person easily.
Why did you leave your previous job?
There are many reasons why a person leaves his
job to get another one. The reasons could be administrative problems, financial
problems, problems in the work environment, or his desire to obtain a better
position.
Keep the candidate's answer carefully in mind,
and in the event that he is appointed, you should avoid the mistakes of the
past.
What are the pros and cons of your previous job?
The pros and cons of working at the previous job
can be the pros and cons of the potential candidate themselves, too! It depends
on the candidate's answer.
What was the biggest mistake you ever made in
your previous job?
This question measures the candidate's honesty
and how he deals in the work environment, and also measures his communication
skills.
What did you learn from this mistake?
Just like the previous question, this question
largely demonstrates the candidate's communication skills , and their ability
to develop in general.
What is the work environment that suits you and
which you prefer to work and produce in? How would you prefer to work alone or
with a team?
This question helps you to know the extent of
the candidate's ability to adapt in different work environments, and it also
helps to provide an appropriate work environment for this candidate if he is
selected.
Do you need to ask any questions?
The answer to this question also measures the
candidate's interest in the job, and we will discuss the importance of this
point in detail.
4. Allow questions
Don't finish the interview without letting the
candidate take his or her own. You can learn a lot if you let these candidates
ask the questions they want, how do you interview a potential employee without
knowing their impression of the job?
What information can you get from this step?
a) The questions asked by job applicants enable
you to know the interest and seriousness of each candidate for the job.
This doesn't quite mean that a candidate who doesn't
ask questions isn't qualified to pick them up, but that asking specific
questions reveals the candidate's ideas about the job and the organization in
general.
b) Asking questions from job applicants allows
you to know the expectations of the candidate regarding the job, the employer
and the interview in general, and whether this job will meet these expectations
or not.
c) Asking questions from job applicants will let
you know if the candidate has done a good job search for the company or not?
How comprehensive is his research? Did this research reach the most important
information related to the job or position?
d) The questions they ask help you see if their
ideas fit the culture and work nature of the company.
Note: You must be fully aware of all the information about the company
you represent, make sure you have all the information you need during this
interview.
5. Be sure to blog
Blogging is not optional in job interviews. You
should blog and write down everything that catches the eye in every interview
you give.
Write down the answers to the questions that you
liked and that you did not like. Write down the educational qualifications and
practical experience that the candidates mentioned in job interviews and
omitted to mention in the CV.
Also tag people you decided to reject during the
interview, or people you decided to promote to the final stages of the
selection process.
You can even jot down your personal thoughts and
impressions of the candidates and the skills you noticed when answering the
questions during the interview, all of these notes will help you a lot in your
decision.
You desperately need this information right in
front of you after you have completed these interviews. Putting this
information into categories later will make it easier for you to select the
right candidate.
And if you follow the previous tips, we can say
that the process of conducting a job interview with a potential employee is not
difficult, especially if you know exactly what you are looking for, and what
you are looking forward to.