How to Interview

The foundation of any employer-employee relationship begins with the hiring process. Employer or the Interviewer can make sure of avoiding some common hiring mistakes by spending a little more time preparing for the interview in advance. To prepare for a well probed interview that lead to good analysis, the following points can prove handy to any interviewer:

There are several aspects that need to taken care of while conducting an interview. This is so, because as an interviewer your role is not only to identify a potential candidate, but also to develop a strong bond between the employer & employee. There are a certain points to ponder as an interviewer:

• Note down questions you intend to ask.
• Identify the essential areas that are to be recognized & analyzed
• Prepare questions to probe the areas that are to be identified.
• Maintain a cordial environment; privacy, no interruptions, ensure the interviewee is looked after while they wait, ensure there no chaos in & around the premise, discipline is maintained, etc.
• Ensure the comfort of interviewee & put them at ease. Need not start showering with questions.
• The interview can start by explaining clearly and concisely the general details of the organization and the role that the candidate is going play.
• Go through the resume or the application form to clarify any points that is confusing or not clear.
• Ensure to ask open-ended questions and make sure that the interviewee does majority of the conversation.
  

Points to ensure before the interview

• Determine the skills that are vital for the profile.
• In case, there are more that one person involved in the process, it is needed that they too have taken the time to prepare for the interview. Every interviewer in the complete selection process should have a couple of overlapping questions (direct / indirect) to provide insight on the candidate's responses.
• Provide adequate information about the company to the candidate.
• Ensure to alloy sufficient time for the interview instead of hurrying away.
• Have detailed information about the candidate before interviewing.

Points to ensure during the interview

• Questions asked need to be broad, objective, non-hypothetical, open-ended, job-related, meaningful, direct, clear & related.
• Prefer to be clear, open and honest with the candidate and tell the candidate what to expect in the hiring process.
• Inform them your expectations: career advancement, training, duties, the direction the department is headed in & similar information.
• Clarify the candidate's position & where they would fit into the organization.

Points to ensure while closing the interview

• The candidate & the interviewer need to conclude on common ground.
• Clarify if the candidate has any questions or doubts.
• If you are interested in the candidate, & you are at a decision making stage let them know.
• Ensure to be friendly & honest while closing the interview and don't give any false commitments.

 

Salary Negotiation

Salary negotiation from the employer's point of view depends on the following factors:

• Level of the job within the organization
• Scarcity of the skills and experience needed for the job in the job market,
• Career progress and experience of the candidate selected
• Fair market value for the job you are filling
• Salary range for the job within your organization
• Salary range for the job within your geographic area,
• Existing economic conditions within the job market
• Existing economic conditions within the industry
• Company-specific factors like: comparative jobs, culture, pay philosophy, promotion practices & more.
  

Salary Negotiation Tips

 

These are few hints and tips to ensure that the employer conducts successful salary negotiations.

• Negotiation is not about winning - It is necessary to come to a win-win situation. If either party feels they have capitulated, not negotiated, both parties lose.
• Make every effort to identify the most recent salary and benefits your candidate received.

 

Provide Encouragement: Prospective employees are interested not only in their career development, but also in staff recognition and bonus programs, advancement possibilities and unique aspects of the office culture. So, remember to highlight these aspects & encourage the candidate when negotiating.

Know what your salary negotiation limits are. Base the limits offered on the internal salary ranges, the salary paid to employees in similar positions & profiles, the economic climate and job searching market, and the profitability of your company.

Set a Time Frame : Give entry-level professionals a few days to consider the offer, whereas allow limited time experienced candidates. Applicants who will need to relocate may require additional time. Also remember to put up close-ended questions when it is about.

Be flexible: If a promising candidate seeks a higher salary than budgets allow, explore alternatives. Flexible scheduling is one option gaining popularity among applicants that represents little cost to the organization.

Create Several Options: One of the most effective way to find ideas & options that that satisfy both, interviewee's & interviewer's interest is Joint Brainstorming.

Points to ensure while closing the interview

• The candidate & the interviewer need to conclude on common ground.
• Clarify if the candidate has any questions or doubts.
• If you are interested in the candidate, & you are at a decision making stage let them know.
• Ensure to be friendly & honest while closing the interview and don't give any false commitments.