The interview skill is considered an indispensable secret of business to approach the best candidates. So, what advantages does this interview skill make for businesses? How to use it effectively? With this article, FaroVietnam will explain the interview skill set clearly.
Why do businesses need interview skills?
Enterprises possess a set of interview skills for the following reasons:
-
Convenient, safe and economical recruitment
-
The unrestricted range of employees owing to this required skill for everyone.
-
The interview skills are essential for the following objects:
-
Members of the internal recruitment department with offer of accumulate understanding
-
Outsourced recruitment consultants to give the best recruitment advice for customers.
-
People working in the field of recruitment
-
Business leaders, heads of specialized departments
How to build a good interview skill for business
The interview skills are most effective in the compatible context with the characteristics of the business. Therefore, instead of only a frame of interview skill, those exist in diverse principles based on the characteristics of the organization.
To build your own set of interviewing skills, businesses require to be based on the following criteria:
- Prepare preliminary interview questionnaires, which are adjusted, added or removed before becoming a reference for the next HR generation of the enterprise, but the adjustment rate should usually only be around 10-20%.
- Conducting a survey about the interview process according to a professional structure, respectively arranged: phone interview - test interview - face-to-face or online interview with the representative of the human resources department, leaders and bosses at the same time. However, businesses should not apply all for one vacancy because it can make candidates feel exhausted to follow many steps. As a result, depending on the position, the structure of the interview process will be different as long as everything is based on the criterion of convenience, savings and drawing the candidate's impression.
- Adapting the stub questionnaire to the exact frame for each position, which should require advice from the head of the specialist department. After each recruitment technique, businesses should optimize the interview questionnaire. For large-scale enterprises and industries with constant fluctuation, it is recommended to only conduct 2-3 recruitment periods so that personnel can focus on other tasks.
- The interview evaluation system is a stepping stone for businesses to complete the interview process. While small businesses tend to make emotional assessments, large-scale organizations often apply intelligent assessment through professional recruitment management software to gain the most objective report. Moreover, using this software also helps businesses get recruitment results in a short time without worry of losing potential candidates. As a result, the recruitment time is shortened to a minimum.
In conclusion, businesses that want to successfully recruit the right talent while saving money, time and effort should rely on their own set of interviewing skills. If business is still not clear about this skill set or are looking for an effective and optimal hr recruitment consultant in all aspects, please contact Farovietnam's hotline!
