Perfman HR: Types of Interviews
Perfman HR: Types of Interviews
Perfman HR: Types of Interviews
Every company has evolved its own method ofconducting job interviews, although interviewprotocols vary based on the responsibilities ofthe job to be filled. It's not necessary for all interviewsto follow the standard scenario in whichthe hiring manager sits on one side of his deskand the candidate on the other. If you're lookingfor candidates who can think outside the box, itmight be helpful to interview them outside thebox. Non-traditional interviews can also highlightwhether the candidate possesses the qualitiesyou're looking forthe ability to roll with newconcepts, for instance.
If you want candidates to open up, create aninterview forum that's relaxed and casual: sit ata round table, or on the same side of the desk;meet in the company cafeteria, or even outsideunder a tree! Offer the candidate a cola or coffee,and begin with some light conversation. Makeyour questions tactful and sensitive, never challenging.When interviewing a potential coworkerrather than a potential staff member, this morecasual approach may encourage candidates toexpress themselves freely and reveal their lessformal side.
If, on the other hand, you want to measurea candidate's ability to deal with stress, theinterview could in fact simulate a high-pressuresituation. Try sitting at the opposite end of aconference table or on the other side of a largedesk. Start with a series of difficult questions,and don't supply the candidate with positivefeedback. Maintain the pressure by followingup on every answer with a challenge, forcing thecandidate to show her mettle.
Few people work in a vacuum, so it's importantto discover how candidates deal with groupsof people with different personalities. Withthis in mind, a group interview might be yournext step. Gather several people with variouspersonality traits, give each of them your list ofquestions, and have everyone jump in and fi reaway. A one-on-one interview may follow, whereyou can discuss the candidate's reactions to thevarious staff members. An important axiom by Justin Menkes who is an acclaimed author and a leading expert in the field of C-suite evaluation sums up the gist of this article.
"A conversation is theonly way to expose andjudge the cognitiveskills a candidate usesto reach an answer.It is the process thatled the person to theirconclusion that revealstheir strengths andweaknesses."
Justin Menkes
Every company has evolved its own method of conducting job interviews, although interview protocols vary based on the responsibilities of the job to be fi lled. It's not necessary for all interviews to follow the standard scenario in which the hiring manager sits on one side of his desk and the candidate on the other. If you're looking for candidates who can think outside the box, it might be helpful to interview them outside the box. Nontraditional interviews can also highlight whether the candidate possesses the qualities you're looking forthe ability to roll with new concepts, for instance. If you want candidates to open up, create an interview forum that's relaxed and casual: sit at a round table, or on the same side of the desk; meet in the company cafeteria, or even outside under a tree. Offer the candidate a soda or coffee, and begin with some light conversation. Make your questions tactful and sensitive, never challenging. When interviewing a potential coworker rather than a potential staff member, this more casual approach may encourage candidates to express themselves freely and reveal their less formal side. If, on the other hand, you want to measure a candidate's ability to deal with stress, the
Sonal Aurora is director and co- founder of executive search firm Mumbai Perfman HR (www.perfmanhr.com). Perfman HR is a premier HR Consulting Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Talent Engagement, Learning & HR Solutions.
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