After you’ve planned your questions and determined what candidate attributes you’re looking for, you can take some time to prepare yourself. By making a conscious effort to develop your interviewing skills, you’ll improve faster. Experience is vital and learning from your mistakes even more so. Work on your interview skillsīeing a great interviewer doesn’t come easily. You’ll want candidates who can give great answers about their skills and who show they value your company and position. Customize the questions to fit your open position and company. Go through interview question templates to see what you should be looking for in candidates and what kind of questions you could ask. And if you decide to conduct structured interviews, you’ll need a guide to outline your questions, acceptable answers and scores. Prepare for interviewsĮven experienced interviewers need to prepare before they meet candidates. For example, what’s the minimum acceptable score that will allow a candidate to advance to the next phase? Should the results have any weight in the final decision? If your company doesn’t use a standard test, you can make your own selection with the help of an HR professional. If your company uses a standard test, ask how you should use the results in the hiring process. Other tests like skills assessments can measure actual skills that are necessary for each role (e.g. A GAT (general aptitude test) can measure intelligence, while personality tests can give you an idea of cultural fit. Objective tests help measure skills that matter most to you. This way you’ll directly disqualify those who don’t meet your minimum criteria. For pre-interview questionnaires, hiring tools like SurveyMonkey can help you create your own hiring templates and send them to candidates. Screening calls require a bit of preparation and you can find tips on how to get it right. Methods like phone screens, tests or even pre-interview questionnaires, can help you reduce a large pool of applicants to a small number of qualified candidates. Pre-interview screenings are a must if you want worthwhile interviews. Start sourcing Consider pre-interview screening You’re always top of mind, whether they’re actively looking or not. Workable helps you build and promote your brand where your next candidates are. You can use your ATS software’s e-mail hiring templates to save time communicating with candidates and manage your hiring process more effectively. If your company doesn’t use one, consider signing up for a free trial to see if an ATS can benefit your team. Before the hiring process starts, take some time to familiarize yourself with your company’s ATS. An ATS can take all the hassle out of hiring - especially for hiring managers who aren’t trained as professional recruiters. Some hiring tools, like like Workable, can post jobs for you. If you’re unsure which job board would work best for you, check out our overview of the best places to post jobs. You can choose from a variety of paid and free job boards to post your job description. Our job description style guide will show you what works best and what you should avoid. Job descriptions should be inviting, professional and jargon-free. Make sure you also dedicate some time to work on the style. You can adjust great job description templates to fit your specific needs. Compile all the different duties of the role and think about what qualifications and skills meet them. Writing a job description calls for careful consideration. Job seekers should understand the position’s scope and you should evaluate candidates based on the right criteria. A well written description details the position’s important duties and skills. A good job description draws the right candidates.
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