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Interviewing a candidate is not an easy task. You have to adopt the right behavior and ask the right questions to put the candidate at ease.
The right behavior to adopt during an interview
When an employer wishes to test a candidate, it is common for an interview to turn into an interrogation with traps: “What are your faults”, “Why choose you rather than another candidate” …
This skill is actually not necessarily useful or even counterproductive, and you have a good chance of losing a serious candidate who would tend to react badly or to be lost by this kind of question. It is therefore preferable to adopt a pleasant posture in order to establish a dialogue with your interlocutor.
Pay attention to your questions, but also to your body language to appear open to discussion: smile without showing judgment, nod your head to signify that you have understood the information… You will have a much better result and more. actionable information about a candidate who feels confident.
Pitfalls to avoid during an interview
Remember, however, that you are the recruiter. Friendly and warm behavior does not mean losing credibility with the candidate. You absolutely must remain professional and not branch off into a friendly discussion.
In the usage recommendations, we also advise you not to monopolize the floor too much at the end of the presentation phase of the company. Unless the candidate has additional questions about your structure, the interview is primarily an exercise for the candidate to express himself.
So choose short, but open-ended questions, so that the candidate can easily and quickly assimilate them and respond without bias. Note that it is strictly forbidden to post discriminatory questions during an interview: sex, nationality of origin, religion, disability, state of health …
The procedure for a successful interview
With the previous recommendations, here is the procedure to succeed in imposing an interview allowing you to gain confidence, as well as the candidate.
The presentation phase
In the presentation phase, the recruiter and the candidate must introduce themselves in turn in order to get to the heart of the matter:
- Presentation of the recruiter and his role in the company.
- Present the position to be filled.
- Explain the interview process to the candidate.
- Presentation of the candidate: the information must reflect that of the CV and / or the cover letter. Do not hesitate to ask questions if certain points seem obscure to you.
- Present the company: operation, vision, project… and more specific information (hours, rights, advantages…) on the position in order to boost the candidate’s motivation.
The questioning phase
After the long presentation phase, it’s time to get to the heart of the matter by asking the candidate your questions, related to his skills, his ability to perform certain tasks, his vision of the position …
When you have finished asking your questions and the candidate is no longer able to bid, ask them their impressions of your exchange and if they have any questions at the end of the interview.
Finally, the interview being over, do not forget to tell him that you will contact him later in order to give him an answer, whether positive or negative.