Difference between revisions of "Interview Potential Employees"
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This article covers key steps to be considered when interviewing potential employees. This is based on a traditional office environment, but many of the ideas can apply to other work areas. | This article covers key steps to be considered when interviewing potential employees. This is based on a traditional office environment, but many of the ideas can apply to other work areas. | ||
| − | [[Category:Interview Skills]] | + | [[Category: Interview Skills]] |
== Steps == | == Steps == | ||
# [[Make Time by Prioritizing and Scheduling|Schedule the time and place]] for interview(s). This is one of the most important steps, and can have a significant bearing on how successful the resulting interviews will be. Key steps in preparation include: | # [[Make Time by Prioritizing and Scheduling|Schedule the time and place]] for interview(s). This is one of the most important steps, and can have a significant bearing on how successful the resulting interviews will be. Key steps in preparation include: | ||
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#* [[Reach a Consensus|Achieving consensus]], if possible, as to whether the group feels this candidate should be hired or not. This may not be the final decision, but it does give all interviewers a sense that their part of the process is important and has been completed. | #* [[Reach a Consensus|Achieving consensus]], if possible, as to whether the group feels this candidate should be hired or not. This may not be the final decision, but it does give all interviewers a sense that their part of the process is important and has been completed. | ||
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| − | + | Psychologist Rom Brafman discusses how the standard interview questions don't lead to great insight about the job applicant. Dr. Brafman recommends asking specific questions to demonstrate the experience of the candidate. | |
== Tips == | == Tips == | ||
