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How should you take advantage of the relatively short time to get to know and appreciate an almost stranger? How many people in your office should be involved? How will you know if a candidate is suitable?
Your job is to evaluate candidates but also to persuade the best to stay and thus make the interview process work for you - and for them.

Here are 20 steps to help you have the perfect job interview:

Try to really understand what you are looking for
Experience, skills and credentials are important. But great employees not only do work; They solve at least one critical business need. It is this critical need, determine how you measure success in the job, evaluate the common qualities of your outstanding, determine what qualities fit into your organizational culture and look for the right candidate to solve this critical business need.

Know what you are looking for in the candidate
Before you can find a good candidate for the position you are trying to fill, you must first take the time to clearly define what you are actually looking for in the candidate. You can examine the exact requirements of the job, decide which skills are most important for the job and consult with other employees in a similar job. You can also review the qualities, skills and knowledge that people who have previously successfully filled the role had. The better you understand the ideal candidate you are looking for, the more likely you are to find him or her in the interview process.

Determine how you will find the perfect candidate to fulfill this need
Let’s say you need an outstanding programmer. Great: Now determine how to identify "outstanding." This may include certifications, specific accomplishments, correct references, or even a spot check. Skills are important, but often attitude and attitude are just as important. Determine how you will identify the candidate with the right personality, interpersonal skills and interests.
Remember, you are not looking for the best candidate from a specific pool. You are looking for the perfect candidate for the job. Therefore the ranking of the candidates in the post-interview stage may be misleading. You do not want the best from what you have seen. You want the best person for the job. If no candidate is suitable you will have to keep looking.

Conduct your research on the candidate before he or she arrives
Before your candidate walks through the company doors, you need to know as much as possible about him. Doing research on your potential candidates equips you with valuable information ahead of time and allows you to save time during the actual interview because you will not have to ask the basic questions in order to get to know the candidate. Your research may of course consist ofCandidate resume, Cover letter, social media or other online profiles and portfolio.

Dedicate at least 30 minutes to each interview
You must devote a minimum of 30 minutes to each interview you conduct. This ensures that there is enough time to get to know your interviewee without any of you rushing.

Reduce the stress of the interviewee
Candidates find that job interviews stressful: How will my interviewer be? What questions will he ask? How do I adjust the meeting to my work day? What should I wear? It is therefore advisable to take preliminary steps to lower the candidate’s cortisol levels. Tell candidates in advance the topics you would like to discuss so they can prepare. Be prepared to meet the candidate at a time convenient to him or her. And explain if necessary the dress code in the organization.

Prepare all the information about the candidate
When interviewing a candidate, make sure you have all the relevant information available during the interview for reference. For example, you need to print the Resume Their and any other relevant information you have, so you will not have to spend time searching for email or other information during the interview.

Explain the process well to each interviewee
Candidates who came for the interviews should know exactly what to expect: when they will be interviewed, where they will be interviewed, who will participate in the interviews… everything. Make sure there are no surprises, no tricks, no uncertainties, and no loose ends.

Ensure a consistent structure of the interview But not too stiff
Conducting a consistent interview structure can help your interviews run more smoothly by providing a predictable template for each interview to follow. Example of an interview structure: Introductory phase, standard interview questions, behavioral interview questions, final questions with an opportunity for the candidate to ask his or her own questions and end the interview. Choose the most appropriate interview format for you and decide what will happen during each stage of the interview.

Invest well in homework
A lot of people peek at the resume a few minutes before the interview. Wow. And are sure to have found the recipe for success.
How do you ask intelligent questions and create engaging conversations when you do not know much about each candidate well in advance?
Start with a resume and pretend you are the candidate. Your first job was at BG Industries. Hmm. What did I achieve? What projects have I worked on? Why was I promoted? What does this say about my interests and my work ethic?
Then we looked at the next “mine” job. Why did I leave my first job? What does this say about my career path? What does this say about my interests? What did I achieve there that I did not achieve in my first job?
Pretend you are the candidate and look beyond the facts and figures; Read between the lines to understand that person's interests, goals, successes, failures, etc.
Then do a quick social media survey. (Do not feel bad; the candidate also examines you and your company in the same way.) What are the candidate's interests? What does he like to do in his spare time? Who does he connect with?
If you find someone on the candidate's network of friends who you also know well, make a note. The topic can be used as an initial small talk before or after the interview.

Turn the interview into a conversation, not an interrogation
The best interviews are actually conversations. But you can't have a conversation with someone you barely know. Again, as long as you know about the candidate ahead of time you can ask questions that give the candidate room for self-analysis or introspection.
And once you ask a question, the key is to listen slowly. Let the call breathe. Candidates will often fill in the silence with more examples, more detail or a completely different point of view on the question you asked.
This will allow you to ask thoughtful questions as well - and when you do, the candidate will open up and speak more freely because he will understand that you are not just asking a list of questions.

Ask the right questions
A key component in a successful job interview is knowing what questions to ask. There are several different types of questions you can use; However, the specific questions you ask should be based on the job and the information you want to learn about the candidate. Here are some common types of interview questions:

• Situational / hypothetical questions
• general questions
• Behavioral questions
• Opinion questions
• Questions as a service
• Skills-based questions

In addition, it is important to know what types of questions you can not ask during an interview. Here are topics you should usually avoid during an interview: The person's age, religion, race or marital status whether a woman is pregnant or not or other questions related to pregnancy, gender identity, disability, wage history.

Always ask follow-up questions
The most revealing answers usually come from follow-up questions. Listen to the initial answer and then ask why. Or when. Or how the situation was discovered. Or who really did what. Or what made it difficult to achieve success. Or what we learn from failure.
The follow-up questions go through the jagged references into the details. This is a great place to go, because the truth may be in the small details.

Spend a lot of time answering the questions as you ask
Candidates if they really want to work for you will ask questions. Give them time to ask. Answered thoughtfully. Be open and visible.

Be clear about what the job will require and what you are looking for
Another important aspect of a successful interview is to be clear about what you are looking for in a candidate as well as what the position will include. Even if Job posting Be specific and descriptive, it is still mandatory that you check this information with the candidate and make sure he understands well what you expect from him. Raising this issue can give the candidate an opportunity to make sure the job is right for him as well as make sure he has the skills and experience needed to succeed in the job.

Describe the following steps after the interview
At the end of the interview always describe the continuation of the process. Explain what you will do and when you plan to do it.
Avoid unnecessary uncertainty and do not force the interviewee to ask. Explain on your own initiative.

Provide closure - every time
Failure to respond is incredibly rude, especially to people who give your business the biggest compliment of all by saying they are interested in working for you. If politeness is not an incentive enough, there is also a business reason: if you do not provide closure people will not complain to you, but they may complain about you and your company.

Sensory testing with passers-by
Interviewees give you the best during the job interview: they smile, are polite and cooperative. But how do they act when they are not trying to impress you? What the candidates do while they wait in the lobby may tell you a lot. Find out how they treated the receptionist. What did they do while they waited. Ask if there have been meetings with other employees.
Occasionally you will notice a lack of consistency between the show that a candidate put on for you and the way he behaves around people he is not trying to impress. A nice guy in the lobby may not be a nice guy at work… But a moron in the lobby will always be a moron at work.

Receiving recommendations
You should not only contact the recommenders that the candidate provides; After all, this is a list chosen by him. Check the candidate's contacts online. Chances are you know someone who knows someone who knows the candidate and can talk to his experience, skills, attitude, etc.

Conduct another interview
Even if you think you are confident, give yourself another chance to be completely positive that you are making the right decision. Conduct another interview. Or go out with the candidate for lunch.
If you have any doubt at all, no matter how small - or even if you do not have one - take this extra step to be safe. And do not be afraid to let your gut feeling influence the recruitment decision. Your experience is a difficult concept; Do not be afraid to use it. Don't worry: quality candidates will not mind wasting extra time as they too want to be sure they are making the right decision.

Determine how you will rank each candidate
Creating and using a rating system for the candidates you are interviewing is the last important step in conducting effective interviews. You must make comments during the interview process and decide on a defined rating system that will rank each candidate. You can decide on a particular rating system for each skill you are looking for or give each candidate an overall rating. The important thing is to maintain consistency and use the same rules for each candidate.

Submit an enthusiastic offer
You should be excited when you find the best candidate. So let your excitement be expressed outwardly. Show your enthusiasm. Do not be cunning; Do not play the game: "I better not look too excited or the candidate may expect a higher salary."
In an excellent employer-employee relationship there is no upper hand. The right candidate is just as excited to get on board as you welcome him. Do not pretend that you are doing the best candidate a favor by hiring him; Remember that the candidate also does you a favor by joining your company.

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