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We talk a lot about how one should prepare and then appear in interviews.
Let's turn the tables today. What should the interviewer do to make the interview better?
Here's what I learned and try to practice when I'm interviewing someone.
Let's turn the tables today. What should the interviewer do to make the interview better?
Here's what I learned and try to practice when I'm interviewing someone.
1. Be on time:
Time matters to them as much it matters to us.
2. Introduction:
Always start with a little introduction of yourself and request them to introduce themselves, and their experiences and areas of strength. This will give them time to settle and get in a rhythm.
Time matters to them as much it matters to us.
2. Introduction:
Always start with a little introduction of yourself and request them to introduce themselves, and their experiences and areas of strength. This will give them time to settle and get in a rhythm.
3. Main Course:
Better stick to the role requirements and/or what's in their resume. Don't under-ask or over-ask based on what you're looking for.
4. When to dive deep?
Only dive deep into the core role requirements and when they speak really high about something.
Better stick to the role requirements and/or what's in their resume. Don't under-ask or over-ask based on what you're looking for.
4. When to dive deep?
Only dive deep into the core role requirements and when they speak really high about something.
5. Timebox:
Don't forget that you have limited time and you have to cover it all, and leave time for them to ask any questions they may have.
6. Stay organized:
Don't jump between topics while asking questions. Stay organized and assess role requirements one by one.
Don't forget that you have limited time and you have to cover it all, and leave time for them to ask any questions they may have.
6. Stay organized:
Don't jump between topics while asking questions. Stay organized and assess role requirements one by one.
Take your short notes, if you think you can forget something.
7. Be empathetic:
If they lack core knowledge required for the job, try conveying it in a constructive way. May be something like:
7. Be empathetic:
If they lack core knowledge required for the job, try conveying it in a constructive way. May be something like:
"You're good in other areas, but I'm afraid you'll need more time to learn this. Don't worry, it's not too difficult to learn."
If they lack knowledge of minor concepts, correct them right away. This way, you're actually helping them out to know their weak areas.
If they lack knowledge of minor concepts, correct them right away. This way, you're actually helping them out to know their weak areas.
8. If it's a disaster from start:
Sometimes you might end up with someone who clearly does not fit the role. Still give them some time before decide to end the interview earlier than expected.
I try asking a few questions from their resume, so they don't get a bad feeling.
Sometimes you might end up with someone who clearly does not fit the role. Still give them some time before decide to end the interview earlier than expected.
I try asking a few questions from their resume, so they don't get a bad feeling.
9. Ending:
Give them some time to ask any questions. Try to answer all questions except the ones related to salary or outcome of the interview.
I always say "I'll share my feedback with the HR person, and they'll take it up from there."
Close positively by wishing them luck.
Give them some time to ask any questions. Try to answer all questions except the ones related to salary or outcome of the interview.
I always say "I'll share my feedback with the HR person, and they'll take it up from there."
Close positively by wishing them luck.
Remember, you're representing your organization. You must present it in a way that it creates a good image of yourself and your organization.
These are all my opinions. I'll love to hear yours and may be correct myself too
These are all my opinions. I'll love to hear yours and may be correct myself too
