Interview and interview organization are always very necessary to invest time and effort, need careful preparation in both candidates and employers. It is not just candidates who need to be concerned about preparing for the interview. With employers, learn how to organize a successful interview, how to ask questions so that candidates can best express themselves are also very important things to do. Your business depends greatly on your employability. But to be able to recruit the right people, the right job is really not an easy task. Reading the profile and executive search and selection is an important part. Here are the ways to help you create a successful interview and questions you can ask to help find a really strong candidate.
Discover the candidate
You always hoped that candidates entering the interview room will always know the information about the company and about what they have to do, right? So on the contrary, you also need to know the candidate as much as they know the company. Be prepared for the interview by carefully studying the candidate's profile, ready for the face-to-face meeting. You should at least remember the most basic things about resumes, cover letters or anything else relevant to the candidate you are about to meet.
Obviously, the benefit of researching the candidate before meeting them will make you not spend too much time wasting doing it in the interview.
Absolutely do not act according to the first impression
Usually, we often impose our views on someone just by their appearance or by our impressions of them in the first few minutes of meeting. The problem is that we do not always have a good impression and if that impression is unwholesome, it is really a disaster for the candidate to overcome that "aversion". The advice is: Stop immediately that kind of imposition. When the candidate enters the interview, do whatever it takes to avoid being initially impressed by what you think of the candidate. If necessary, remind yourself that you believe that the candidate is not someone like this and try to get rid of the image of the candidate that you have shaped badly before getting into the interview. Give candidates the opportunity to show their true intelligence and competence, to remove the bad impression you had about them before.
Ask questions with a "strategy"
Asking questions requires candidates to demonstrate to you the capabilities, competencies and experiences they have, as well as describe what they have been doing is essential to doing in your position. Their profile can use a variety of fine-grained words for their abilities such as "capable of teamwork", "well organized", "able to handle a wide variety of jobs" or "capable of natural leader "... However, the reality is not entirely so and anyone can write those lines on his profile. Ask the right questions so that you can discover if the candidate has or does not have the competencies they raised. You should put a large number of questions focused in the middle of the interview and "put" candidates to turn out quick and accurate answers. However, it should be cautious.
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