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Sunday, October 23, 2016

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How to Conduct a Successful Job Interview

Oyetoke Tobi - Sunday, October 23, 2016

Almost everyone knows that job interviews are taxing and stressful for the candidate. Likewise the interviewers also have a challenging role to play. For instance, the interviewer must ask questions that will bring forth the type of answers they need in order to determine who is going to the right person for the position and the company.

Always have this in your mind that it is important to be prepared and confident before you evaluate someone for a job because the success of the interview depends on just as much on the interviewer as it does to the candidate. So we’ve listed some important things to you should try to take into consideration when conducting an interview.

Make Inquiries about the Candidate

“The most important thing an interviewer should do before conducting an interview is properly making inquiries about the candidate,” said Kim Dvorscak, a business development manager at the Kavaliro staffing firm.

Dvorscak also said, "Make sure you have reviewed their resume thoroughly and from there, you can prepare questions for the candidate that is relevant to both their résumé and the position they applied for."

Investigating a candidate by looking at his/her social media platforms or carrying out a quick Google search can also help to determine if the candidate will suit the company customs and the position.

Understanding the Role and its requirements completely

The researching aspect also comes in handy for interviewing a candidate who has a lot of different skills you're not familiar with.

Dvorscak said, “By just knowing the key words or acronyms from the job tasks isn't enough for you to present an educated assessment of their talent, and it is absolutely not fair to the candidate".

A position-specific search can give information on similar job descriptions, propose pay comparisons, and even recommend interview questions and answers. Also, you can also consult a subject matter expert (SME) before conducting an interview, particularly if the job is in the technology field. These experts can give you some advice on questions to ask and also shed light on skills to keep out for and red flags to avoid.

Greg Willard, Ph.D., a senior vice president at data science company Cangrade added that, "Interviewers should consult at least one [SME] to create a specific list of the most important aspects of the job and what is compulsory to carry it out successfully.” By doing this, the job candidates and interviewers will also view the interview more positively and also make the interview more relevant to the job.

Get the candidate on the same page

Generally speaking an unprepared candidate is a disappointment. So I suggest that sending details and tools to the candidate he/she will be using via email before the interview.

For instance, what they wear sometimes, interview tips, what to bring, also tell them to prepare questions. Then if the candidate still shows up unprepared or not serious enough about the opportunity to put in the necessary effort, he or she will likely not be the person because of he/she behavior.

Know how to ease a candidate's nerves

Definitely, almost all candidates are always nervous because they don’t know the attitude of the interviewer and always try as much not to say anything or anything that will annoy the interviewer. So as an interviewer dealing with a nervous candidate, a simple smile and some non-job-related questions can go a long way. 

You can ask about the person's commute to the interview or how his or her day has been so far are one of the good options you can use to ease a nervous candidate. You can also explain to the candidate about the arrangement of the interview before you start, so as to make the person knows what to expect.

Reduce the number of questions asked

In view of the fact that it is important that all candidates have the same opportunity to answer the same questions, so it is generally good to limit the number of interview questions.

"A good rule of thumb is to ask no more than four to six questions in a 30-minute interview, and no more than eight to 12 questions in a 1-hour interview," Willard said.

Don’t dominate the conversation


Most candidates are willing and zealous in expressing their selves, but the interviewers often talk too much and listen too little. So always let the candidate do the talking most times.

Always ask an open-ended questions and giving the candidate a chance to express herself/himself and to give an answer. Also give him or her time to ask for information from you as the interview goes on.

So having a true two-way conversation puts the candidate at ease and lets them know that you are genuinely interested in what they can do.



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