Job Interview Tips ::

Interviewing for prospective employees requires a clear understanding of the job specification and the skills required. When an employer starts the interviewing process, the candidates should already have been filtered through the clear description of the job. The interview stage concentrates on the suitability of the job seeker, potential corporate fit between the individual and the company and checking of references. bring s you a few tips to help you in the interviewing process.

The SWAN Principle:
  • Smart, Work Hard, Ambitious and Nice People.
  • Smart people ask lots of questions. Intelligent people will be a greater asset to the company.
  • Work hard A candidate's commitment to hard work can be ascertained with a few carefully chosen questions..
  • Ambition drives individual success within a company. A good candidate should have an eagerness and a sense of urgency, about the role.
  • Nice Remember that the person you employ should 'fit' with your corporate ethos and your existing staff.

The Law of Three:

In the current economic climate, recruitment consultants are under constant pressure to provide more and more CVs, and to send candidates for interview who can often be inappropriate for the particular position.

Consider the Law of 3, where the interviewer speaks to at least 3 candidates on 3 occasions in 3 different places. This is followed by talking to 3 previous employers and 3 reference checks. This approach reduces the margin of error in locating the right person for a particular position.

5 steps to finding and keeping the best people:
  • Never hire in a hurry - fast 'people decisions' are invariably poor 'people decision'.
  • Decide on the exact tasks that the new employee will be responsible for and write out the job description clearly.
  • List the skills required to undertake these tasks.
  • Define the correct personality to fit the company culture.
  • Use your recruitment consultant to help produce the job specification.

7 questions to ask previous employers:
  • What was his/her job title and primary responsibilities?
  • How would you describe the quality of his/her work?
  • How would you rate his/her attendance and punctuality?
  • How did he/she get along with other people (e.g. clients, co-workers, and supervisors)?
  • How would you characterise his/her work in general?
  • Why did this person leave the job?

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