In many interview session, sometimes we get nothing of candidates figure to report. In the other side an interview is an opportunity to learn more about each candidate and determine whether or how they will fit in with your organization.

I summarize some tips should help me get the most candidate information out of each interview. Here is for reference.

Do not talk too much

This often results in telling people far too much about the job and the company or talking about the interviewer’s experience and not giving the interviewee a chance to share information about their own relevant experience or competencies.

Do ask all the candidates the same questions

It is easy to get sidetracked from a line of questions, or to become bored with it. However, it is very difficult to make comparisons between applicants if you haven’t asked them all the same questions.

Do not ask useless questions or accept general answers

Many questions asked by unprepared interviewers are wasteful and are often just a rehash of what is written on the candidate’s résumé. It is important to use that résumé to develop a specific and detailed list of additional things you need to know in order to determine whether or not this person is right for your business.

Do not lose focus

Don’t allow yourself to be led into off-topic discussions. Talking about vacations or sports, or asking questions about interests have little or no bearing on the kinds of things you need to discover about the candidate. You need to make sure you gather enough job-related information before the end of the interview in order to assess the candidate’s fit with the position and your company.

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It is said that uncommon for us in Indonesia to create a blog to share our CV and sell our potential. But it is a breakthrough I think, a unique way selling what you have. By blogging we can also let our reader know about idea, thought, knowledge telling a specific skill you are mastery.

Related to my post before about Interview Competency Question, job seeker may create a story about past experience related to competency that they have shown in organization for example. By writing in a blog, it would not hard to story again about past activities out side of lecture schedule, Just visit your blog to recall before having interview session or you can ask recruiter to visit your blog to get clearer figures about you, which you can state it in your application letter.

The story in your blog can be a nice, sad, happy story expressing your feeling, thinking and doing, as a of concept Competency Behavior Interview in digging interviewee’s competency.

This is really a short post as expressing of my mind in helping my younger brother to get understanding to prepare interview session and for my recruiter mates, it is a challenge to identify a true story, true statement of interviewees through their body language, eye direction when telling story.

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Completing articles about interview question that the most keyword to search in internet by fresh graduated. Here is for reference another way a recruiter get figures of candidates. Some companies run a structure interview that process generally as follow.

Introduction

• What attracted you to our company (this position)?
• How did you hear about the job opening?

Learn about a Candidate’s Most Recent Job

• What were your areas of responsibility at your last job?
• What did you find most satisfying about the job? Why?
• What did you find most frustrating about the job? Why? How did you deal with these frustrations?
• If we were to ask your last employer about your abilities, what would she or he say?
  

Work Experience

• How has your work experience prepared you for this job?
• Describe for me one or two of your greatest accomplishments your biggest disappointments.
• What has been the most significant challenge you have managed? How did you manage it?
• What qualities can you bring to this position?

Assess a Candidate’s Skills

• Do you consider yourself a self-starter? If so, explain why. Give examples.
• What is your greatest strength that would benefit our organization?
• How have you positively influenced others to get a job done?
• Tell me about a time you made a decision quickly.

Assess a Candidate’s Style

• Of all the jobs you have had, which did you like the most? Why?
• Do you prefer working in groups or alone?
• How much direction and feedback do you need to be successful?
• Describe a work group experience that you found rewarding.
• What things frustrate you the most at work? How do you cope with them?

Career Aspirations and Goals

• Why are you leaving your present job?
• How does this job fit into your overall career plans?
• Where do you see yourself three years from now? Five years from now?
• What would you most like to accomplish if you got this job?

Education

• What special aspects of your education, experience, or training have prepared you for this job?
• In what areas would you most need (like) additional training if you got this job?
• What aspects of your education or training will be useful for this job?
• What are your educational goals?

Closing

• Are there any additional aspects of your qualifications that we have not covered that would be relevant to the position we are discussing?
• What questions do you have about our organization?

OK…!!! That’s All I can share about and hope you might be ready for interview at any time. Be confident, be smart and be recruited.

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