Interview Process
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The document outlines the job interview process, detailing steps such as reviewing resumes, scheduling interviews, and assessing candidates through various types of questions. It emphasizes the significance of behavioral, situational, and job-related questions to evaluate candidates' qualifications and fit for the role. Additionally, it provides tips for structuring interviews and preparing candidates for in-person meetings.
Interview Process
- 2. Interview Process? www.rekruitin.com A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the role. Steps of Interview Process: 1. Before the Interview : - Go through the Job Description thoroughly - Select the Top Candidates suitable for the Position - E-mail shortlisted candidate with the next step of Interview Process 2. Schedule the Interview 3. Shortlist Candidate after Interview 4. Review the profile 5. Selection of the Candidates
- 3. www.rekruitin.com Steps of Interview Process: 1. Telephonic Round – Initial Screening 2. Personal Interview 3. Group Discussion 4. Technical Interview – (Specially for Technical Positions) 5. Final Selection – Offer Letter
- 4. www.rekruitin.com Tips to Review Applicants Resume Review the Job Description(s) for the position(s) you are attempting to file Note minimum requirements needed and refer to them often as you review resumes Check work experience for applicability to the position for which they are applying, length of time in each position, promotions or awards received for leaving each position Check educational background for qualification necessary to successful Job Performance Note Special Skills Note any questions that arise when reviewing the resume and ask those during a telephone screening Divide the resume in below category: - Resumes which are a close match to the Job Requirement and for which a Telephone Screen is appropriate - Resume which meet some requirements and can be considered secondarily - Resumes which do not meet the requirements at all
- 5. www.rekruitin.com Schedule a Telephonic Interview Once you Determine your top candidates, perform a Telephonic Screening round During Telephonic screening round, briefly describe the position, location, hours and salary range and ask if the candidate is still interested in being considered The Phone screen allows you to asses if the candidate's experience, qualifications, work preferences, etc. are in line with those of the department / organization and the position they have applied for Allow at least 15-20 minutes for the screening Determine if the candidate has the "must haves" before offering the an In-Person Interview
- 6. www.rekruitin.com Prepare Interview Questions Create Interview questions which should be Job related and used to assess the Knowledge, Skills, and abilities necessary to perform the Essential Job Duties. Structure the Interview Process and Questions - It helps to ensure that all candidates are assessed based on the same criteria and help reduce bias that may occur. Interview Process should be conducted in the same manner and the same order for each candidates.
- 7. www.rekruitin.com 3 Main Type of Interview Questions… Below mentioned are the Three main types of Questions which helps in assessing candidate's Qualification: BEHAVIORAL INTERVIEW: Use Behavioral Interview (Past Behavior) questions to ask about specific experiences that the candidate may have that exhibits its competencies needed for the job. Behavioral questions are designed to assess the critical knowledge, Skills, and abilities required for a Job based on requirements in the Job Description. Past behavior is the best predictor of future Behavior!!!
- 8. www.rekruitin.com SITUATIONAL QUESTIONS: Use Situational questions (Future Behavior) to create a scenario that is representative of specific activities and responsibilities on the Job. These questions are created from critical incidents(examples) of good, average and poor behavior regarding the essential job duties required for the Job. JOB - RELATED QUESTIONS: Ask Job Relate Questions to assess necessary Knowledge Skills Abilities
- 9. www.rekruitin.com In – Person Interview Process Inform candidates one day prior to the Interview. Confirm the Interview Location, Timing and Date. Also provide concern Person's Name an Title to the candidate. Remind the Candidate to bring there Resume at the time of Interview. Go through the Paperwork including Cover - Letter, Resume and Application, make notes based on the paper work and determine what Job related questions to ask.
- 10. www.rekruitin.com Key Points During Interview To Gather information and assess the candidate's past Experiences, Knowledge, Skills an Abilities, as it relates to the Job. Past behavior is the best predictor of future behavior. Select an appropriate candidate, who fits into the criteria mentioned in the Job Description.
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