The Step-by-Step Guide to Interviewing a Job Candidate

Employers believe that the job interview is the most important part of the hiring process, so it's important to understand the logistics of the interview. One of the reasons is the interview process not only takes place in the office and in person (or one-and-one interview between employer/recruiter and potential employee).

As of today, most interview processes include the phone, Skype, and panel interview. These three can be convenient for employers/recruiters and potential employees, saving lots of time and money along the way. It's also possible that employers/recruiters don't have to think long and hard after the end of the interview, as they have a first impression of the potential candidates after a few minutes. And this impression can turn out to be right. It would be more challenging for job applicants, but the tone of their voices could influence the outcome. (It might be better for applicants to engage in vocal exercises.) The different processes also suggest that the style of interview is structured or unstructured. Most employees prefer the structured style, where applicants must answer a set of prepared questions. It doesn't mean that the unstructured style would be easier. (Applicants might have to do a thorough research before they make a guess on the preferred style. It doesn't mean that they couldn't ask about it, but this step could be a risky move.) There's one more thing.

There have been lots of posts on a job interview, offering good advice to job hunters. But not one to the employer.

5 Things that Employers Must Do Before Interviewing a Job Candidate

How to pick an interviewer. A recruiter or employee can do this task, but this figure must know the nature of the (vacant) job. The same figure should be overseeing a particular position, working closely with that individual. (This person could be the manager.) If the potential employee passes this interview, then the next one must be between the employer and potential employee. Some companies have three interviews while others have one. (If the candidate shows lots of promise, then there's no need for an initial interview.) It depends on the discretion (and good judgment) of the management.

Determine the time and length of the interview. If the employer/recruiter is interested in the potential employee, then the interview could last 45 minutes to an hour. If job hunters are reading this section, then they must be warned that this is not a guarantee. (An interview with an HR personnel can last 45 minutes, if not more than an hour.) There is a huge difference with an employer/recruiter interviewing an applicant for a managerial position. The length can go beyond an hour IF the candidate is THE one. Applicants can deduce that interview lasting thirty minutes or less won’t be a good sign.

Location of the interview. Most companies prefer the conference room. It doesn't mean that the coffee shop can't be considered as an option. It may be a perfect venue for an unstructured interview, but a quiet corner of the shop might keep interviewer and applicant from distraction (from other customers). If it's a phone or Skype, then interviewer can look at the other places in the office. There's nothing wrong about his (or her) own corner, as long as the background looks presentable, if not impressive, enough.

Job documents that the interviewer must have in hand. Employers/recruiters must do their share of homework, as it would be unfair to judge applicants without knowing their skills and capabilities. They must understand the job description, even know when to be flexible about the requirements. Some applicants may have a killer resume, a perfect cover letter, and recommendations that are hard to pass by. But there's an if. The interview is the right venue to know the applicant better. Social media can be another basis. They must decide if this applicant is the perfect fit for the company or not. The decision would be known after several minutes, if not within the day. They must make sure that the top applicant would meet their expectations. After all, they're about to make an investment.

Practice before the interview. A set of questions must be prepared prior to the interview, which employers/recruiters must practice with a colleague. It should give them confidence (while asking it), and they must not overlook this step. (Applicants can be perceptive as well.) Basic questions (like an applicant's expectations if getting hired) must be said in a clear, authoritative manner. They have an option to come up with a few questions that are not usually asked (during the interview), but it would be possible to pass it up. (Applicants are expected to ask questions.). Applicants would be nervous about the interview, so it should be the job of employers to let applicants know their name, the venue (if it's not a structured, one-on-one interview), and dress code (as a reminder).

How to Close an Interview

Recruiters must notify the applicants if there would be more applicants. If a particular applicant didn't meet the employer's expectations, then that applicant must not be left guessing for too long. If the potential employee turns out to be THE one, then a job offer must be extended within the day.