How to Interview a Potential Employee (5 Effective Tips)

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.



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