How to conduct a job-interview
For the interview you need to prepare very seriously. For a start, consider the range of issues which will identify the presence or absence of precisely those business and personal qualities that are demanded in this position.
Common welcome — description of the production situation, often problematic or controversial, and the question of how to act candidate. Sometimes it is not superfluous, and issues relating to professional knowledge, which have been the successful bidder for the vacant position.
Carefully review resumes, cover letter candidate examples of his work if available. Often useful is to get rid of his name and surname in the search engines: the results can be very unexpected.
Note what confuses you, what I would like to clarify, to clarify. Based on this, specify the appropriate block of questions.
At the beginning of the interview tell us about the company (what, how long there, what the position is on the market what niches specializiruetsya) and briefly on the proposed position. Don't reveal all the cards at once. Allow the candidate to show interest in what he has to do. Or not to exercise that usually leads to appropriate conclusions.
Ask the candidate all the questions planned. If in the course of the conversation will be new, also feel free.Then be sure to ask if there are any questions from the candidate. It is considered that better when they are. But if that's not always a bad thing.In any case, watch the reactions of the candidate: how consistent his behavior business etiquette and standards of the company, whether it will fit in your corporate culture.
At the end of the interview, agree on further cooperation. Even if it is clear that you're not the kind of candidate you would like to see, is usually a rare representative of the employer is immediately upset by his refusal. Often in the course of formulation, it is necessary to consider and to call later. But if the final verdict is not rendered, and later made a choice in favor of the Challenger, do not delay contact. Unless you signed an employment contract, the candidate still does you no obligation, and may even have some stock.