Hiring Manager Guide; 6 Crucial Steps For A Successful Interview.

Introduction

As a hiring manager, being on your ‘A game’ in an interview is key because that is what connects the company to get the most qualified talent for the job. It is important that you prepare adequately for critical questions and project them as smartly and meticulously as possible. This would not only give insight into your intellectual abilities but would ensure that the screening process of getting the right fit is thorough.

These are steps, you should take into consideration, to having a successful interview:

Self Evaluation

This is a very crucial stage. It involves getting yourself prepared both physically and mentally.  You need to get the mission statement of the organization ready and all other relevant information that you would be disseminating to the interviewees.  You have to make sure that you are not lacking any vital information about the company and other information the interviewees should be privy to. In all, check yourself and be sure you are prepared so that you do not flop. In some cases, applicants might ask smart questions; hence be three steps ahead. Envisage possible questions that could be asked and have answers lined up for them. 

Hiring Manager And Hiring Team

In most cases, the hiring manager could decide to go for a panel interview. In this case, select the hiring team meticulously. Make sure you give them the necessary updates and information on the interview process. Do not leave them in the dark. During the interview, give each member of the panel an opportunity to ask questions or make clarifications about the applicants. It would help the decision-making process eventually. 

Determine The Kind Of Interview

What kind of interview process are you opting for? There are different kinds of interviews:

The Panel Interview

This means having more than one person conduct an interview. Hence, the hiring team interviews each candidate and then brings their scores together to compare and arrive at a final score. 

Structured Interview

Here, the hiring manager lists all the questions that would be asked and gives the required answers to them even before the interview. So there is a structure set in place that has to be met and each interviewee is rated or scored based on how accurate the answer is compared to the already given answers.

Unstructured Interview

Here, there is no particular method or laid down format as regards how the cause of the interview will be. So the hiring manager could ask different questions whether related, or not directly related, to the job.

Behavioral Interview

When the hiring manager wants to know how they have handled or reacted to issues in the past, then it is most likely a behavioral interview. In this case, the interviewer wants insights into your personality type and how you can successfully stay afloat emotionally during difficult contexts. 

One-on-One Interview 

This is an interview where the interviewee and the hiring manager meet one-on-one. This is a common method of interview and has been proven to be very effective over time. The onus lies on you as an employer to choose a favorable method of an interview that would be an effective means of getting the right fit for the job.

Interviewee evaluation Of Hiring Manager

You could do a quick background check on each interviewee to know their personality type, educational background, level of experience, and proficiency level. This would be a guide in knowing how to frame questions for each of them depending on the factors mentioned above. For example, if you suspect that a particular interviewee reflects sanguine traits, then you could ask questions in such a way that he or she does not spend so much time answering a particular question. For an introvert, you could ask more open-ended questions which would go a long way in bringing them out.

The Scale Of Performance

How would you rate the applicants? Are there peculiar modalities you would need to put in place on their scoreboard? Prepare and draft them out beforehand. The award marks to applicants based on their performance, intellect, delivery, level of confidence, and thought process. Make sure that each score given is a true representation of their performance. 

Note The Specific Roles, Nature, Benefits, And Mission Of Each Job.

During the course of the interview, you would have to give them an account of the job requirements, benefits, culture, and what they should be set to achieve if they eventually make it through the interview phase. To get this done, you would have to get accustomed to the job specifics so that you do not make mistakes in disseminating such crucial information. 

As A Hiring Manager Here Are A Few Important Qualities You Should Have;

Knowledge About The Job

Don’t be uninformed about the specifics of the job. Be fully equipped with what the job role is all about. 

Experience

As a hiring manager, you would have had tons of interview sessions in the past; so your experience and professionalism should reflect in your interview sessions with applicants.

Effective Listening Skills

Listening and paying attention to every detail is very important as this would help you evaluate the interviewee appropriately. 

Emotional intelligence

This is being able to manage your emotions and also manage the emotions of the applicants. Your facial expressions or mannerisms should not show signs of disgust, aggression, or irritation. Manage your emotions accordingly. This is one soft skill a hiring manager should be well acquainted with.

Empathy

You should be able to find the things your applicants say very relatable. Put yourself in your interviewee’s shoes while they are conversing and extend empathy when necessary. Do not overdo it though. It could come off as a subtle sign of weakness. 

Warm and outgoing

Being friendly and good-natured would help the applicants feel very comfortable and relaxed during the interview. This would not just lead to a seamless interview session but would put the applicants in a position to communicate effectively. 

Strength

Physical strength is a must-have, especially if it is a job position that so many people would apply for. You have to be ready to attend to each and every one of them in equal capacity. You must maintain the same energy level from the first applicant to the very last. 

Conclusion

Acing an interview can only be achieved if you prepare for it adequately. These easy steps mentioned above would always help you be at your best during interviews if you follow them accordingly.

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