In addition to the strict interview rules of career openings in NYC, New York, there are some helpful tips to follow. Here are some tips from experienced recruiters:
Do not create barriers. The mistake that many employers make is that they communicate with job seekers through their desktops. It would be better if the speakers were sitting in chairs on equal terms. You can also place a job seeker seat on the side of the recruiter’s workplace.
Not much to say. The employer should listen more during the interview. Control yourself to avoid asking top questions or giving clues.
Understand the situation. Do not pressure or intimidate your interlocutor. It is better to start the conversation with a joke. In this environment, a person can better express his personal and professional qualities.
Do not drag the assembly. If from the first minutes of the interview you realize that the person is not suitable for you, do not waste your time or his time. Apologize and end the conversation.
Avoid common questions. If the employee has experience, he or she has probably been to many interviews, knows a rough list of questions and can prepare answers. Your task is to discourage the speaker.
Track the progress of the dialogue. One of the basic rules of interviewing when choosing staff is to stay on top of the topic. If a job seeker in NYC starts to deviate from the professional line, feel free to get him or her back on track.
Always end the conversation with a positive note. Even if the candidate does not suit you, say goodbye to him in a pleasant way, ask him for success.
Create a correspondence table. it is comfortable to mark the presence or absence of the features you want. This form is especially useful when you need to compare multiple candidates.
What should alarm
The concept of an interview and the rules of conduct require special vigilance from the recruiter. In a conversation with a potential employee in New York, you should be alert to the following points:
A short period of time in the previous workplace in NYC. As a rule, recruiters are skeptical of people who have not stayed in the same organization for more than two years. Exception is intentional reason (transfer, liquidation of a business, violation of labor laws).
Very colorful description of the applicant’s own merits and merits. Should you recognize whether it is an act of pride or an exaggeration?
Obscene account of past work experience. If the speaker does not clearly describe his or her work responsibilities, it indicates a meaningless attitude at work.
Too much work experience. Oddly enough, sometimes it is better to prefer someone with no experience at all than someone who has worked somewhere for many years. It is easier to teach a beginner from the beginning than to adapt an experienced employee to fit your own needs.
Mistakes of Recruiters
It is not enough to know the basic rules of the interview. Recruiters should also check for typical mistakes to avoid them at work. Here’s what about:
The criteria for job applicants are clearly defined.
The same questions at different stages of the interview in NYC.
The misinterpretation of these continues through “thinking”, and not through clarification and conciliation.
Evaluating the applicant under the influence of personal bias (e.g., by nationality, religion, political bias, appearance).
Exposure to psychological attack from the interlocutor.
Sensitivity to the negative behaviors of the applicant.
Hurry to find a candidate for a vacant position.
Lack of a clear decision-making system based on interview results.
Talking to an opponent.
Personnel selection is one of the key tasks that must be resolved to ensure the effective functioning of the business. Finding a qualified employee is not easy. Information about the employee’s vocational training is not enough. For a thorough selection, an interview is conducted, which allows you to form an opinion about a person as an expert and personality.
it is necessary to take care not only of the economic components of the business functioning, but also to create a favorable psychological climate in the team. For them, it is very important not to be confused when choosing a new employee.
Each leader must clearly understand what professional qualities and personal characteristics of the candidate he or she needs. And, based on this data, open a vacancy.
The interview helps to avoid mistakes and reduce the time spent searching for an employee. It does not matter who is interviewing the head of the company or an employee of the HR department. The main thing is a professional approach. With a lack of experience and knowledge on how to conduct an interview, businesses include recruitment experts.
Main types of interviews used when evaluating candidates
Choosing the right type will make it easier for the manager to find a new employee. One of the six types is commonly used. Each of them aims to identify the specific characteristics of the character of the applicant. They make it possible to fully disclose the candidate’s abilities. Choosing the right type will help you understand how to interview an applicant. Let us consider them in detail.
Read on to find out how to properly prepare for your interview:
There is an interview structure.
It is considered one of the most common of the interviewers. When preparing questions, they usually use the same points as in the questionnaire. This is done to determine the writing of the data specified by the applicant in the resume, facts. For this purpose, it may be necessary to provide documents (more often originals, in rare cases copies) confirming education, qualifications and work experience.
Interview the situation or case.
Allows you to assess the applicant’s ability to solve specific problems according to the situation. The interviewer’s questions are based on how the candidate behaves in the specified circumstances. Received answers were compared with references. Based on this, an opinion is formed about the level of readiness of the applicant and the acquisition of professional experience.
Where is New York City, NY?
NYC is based in the US. The candidate is assessed based on his comments on the actions of fictional people in different situations … For each interview, an appropriate model is selected that will help to identify the applicant in accordance with the requirements of the employer. It has been scientifically proven that by studying the actions of other people, a person evaluates their actions based on his own experience. This type of interview reflects the applicant’s psychological makeup, showing what his or her actions would be if he or she were in a similar situation.
Behavioral interview.
Demonstrated the candidate’s ability to make responsible decisions to eliminate emerging problems in the process of fulfilling the tasks assigned to him or her. Its main function is to identify the applicant’s ability to adequately respond to working moments. Suitable for evaluating the characteristics of professional applicants.
This is done to determine the candidate’s stress resistance and potential conflict. During the interview, questions were asked aimed at removing a person from a comfortable state and encouraging conflict. Often, confusing questions are used, which are difficult to prepare in advance. In this case, attention is paid not to the correctness of the answer, but to the psycho-emotional state of the applicant. The calmer the applicant, the better.
Group interview.
It allows you to quickly evaluate a large number of candidates for compliance with the position, the main criteria of which are sociability and goodwill. Held in the presence of many candidates. Many HR managers can participate in this.
Interview Methods
Each type of interview can be conducted in different ways … The choice depends on the purpose of the interview and the experience of the recruiter. The interview is generally divided into the following categories:
carried out strictly (structured) in accordance with a pre-prepared plan. Each item in such an interview is developed according to the specified parameters of the psychological and professional image of the candidate; free (unorganized) resembles a friendly conversation.
This makes it possible to fully disclose the candidate. In this case, it is better to determine the professional qualification according to a strict plan that will provide for all aspects of the requirements for the applicant. A psychological picture can be drawn during a casual conversation on abstract topics.
How to conduct an interview correctly
What stages can be divided into interviews?
Having a clear understanding of the stages of an interview will help you plan it successfully. They divide the interview into several parts. Each of them has a logical completion. The main stages of the interview are shown below. There are three of them:
Known. The interviewer should evaluate the applicant’s ability to present himself or herself. Remember that first impressions are important. And the candidate also checks the hiring manager. Opinions about the interviewer (and, accordingly, about the company employed) are formed from many factors: the level of interview organization, appearance and professionalism of the recruiter;
Testing. For a successful interview, this stage is the most important; the professional ability of the selected candidate depends on it. An inaccurate description of the applicant can drag the time of finding the right employee for a long time. And time is money, so you should prepare the necessary questions in advance and;
Informing about the company and vacancies. The story should be on the way to show the positive aspects of working for the company as profitable as possible, in order to provide additional information typical for the vacant position. It is worth mentioning general Information projects are being carried out so far, organizational structure as well as working conditions. For a candidate, this is an important point, he decides if this organization is right for him.
There is no universal template for how to conduct an interview correctly. It is difficult to prepare a general plan for all cases. It is designed in accordance with specific requirements and situations. Each interview should begin with setting up areas. You can not ask that a candidate be interested in getting a job with you if it takes place in a hurried office.
Try to release any tension at the beginning of the conversation. You should ask the candidate: if he got there easily, if he experienced difficulties in finding an office. Being punctual is not only a requirement for the candidate, but also the role of the interviewer. It is important to start the appointment on time, unless the delay is part of the applicant’s assessment. After establishing a connection between the candidate and the interviewer, you can start the main part and proceed with the questions.
What questions should a candidate ask in an interview
The interview is an important part of the expert evaluation process for compliance with selection criteria. The correct questions posed and analysis of the answers will make it possible not only to assess the applicant’s professional potential, but to identify him or her as a person. Intelligence, literacy, the ability to generalize and structure information – all of this will reflect the interview. Below are the basic questions for the candidate in the order in which it is desirable to ask them.
“Please tell us about yourself”
“What are you interested in in our vacancy?”
The answer to this question will make it possible to understand how interesting the candidate’s job is. Most of them respond to common phrases, talking about great conditions and great prospects. The more experienced the expert, the more specific his answers will be. He knows for himself what he wants to achieve by working for this company.
“What advantages do you have?”
An ideal question for quick wit and business analysis. The candidate is given the opportunity to say the best about himself. You need to pay attention to what qualities and arguments he has. Was his answer filled with formulaic phrases, or did he quote specific examples and confirm the words
People who are able to reason with answers show a high level of development, both intellectual and professional.
“Please note your weaknesses”
In the answers of competent experts, you can see the weaknesses that are not. They will be a plus when considering a candidate for the job. For example, they may be associated with excessive demand on themselves and on colleagues.
“Reasons to leave your previous job” or “Why are you changing your workplace?”
The first question reveals possible or real reasons for dismissal. Second, personal ambition and factors that influence decision making. This should be considered for what main reasons were disclosed. If the statements are negative in relation to the previous or current employer, you need to consider whether such employee is needed.
“Do you have any suggestions from other employers?”
“Who do you see in yourself like in 5-10 years?”
In general, people are not inclined to plan their lives for such a long time. For this reason, it will be interesting to answer the exact goals or achievements of the candidate. Distribution of forces and directed development are the traits of a professional who knows the value of his or her time and work. He will be able to not only improve himself, but also to lead the company to set goals.
“Is it possible to get a testimonial from a previous job?”
The question is very difficult and delicate for a candidate. Each leaves for their own reasons. For many, the question can also be painful. Providing multiple ways to contact your former employer is considered ideal. It shows openness and self-confidence. Such experts will be voluntarily selected if they fit the remaining parameters.
“What salary do you want?”
In ads, the employer indicates the minimum wage, and the maximum depends on a number of factors. When answering this question, the applicant can provide both an approximate and an exact amount. It is worth paying attention to how well he is guided by the market value of experts of his level. Reasonable price introduces the candidate as an experienced professional.
“What are you doing in your spare time?”
Having a hobby allows one to judge the applicant as a versatile person. You should be wary of those who have hobbies associated with extreme sports. Although not always intense love is directly related to the desire to continue to take risks. It is necessary to consider the specific situation and the applicant.
Sometimes when interviewing, use non-standard questions … For example, if you ask a candidate: “Who are you if you can be any superhero?” The answer will show which attributes the applicant puts in all. After all the questions have been answered, you should start showing the campaign.
The applicant may have a number of questions and suggestions about the company. The recruiter should always have enough information to respond. The choice the candidate will make depends on the literacy of the presentation. The decision to accept or reject the proposed conditions always remains with him. At the end of the interview, the candidate should be told how they will be notified about the results of the meeting.
Rejection rules
As an example of rejecting a candidate after the interview, we can quote the classic phrase: “You, we do not fit, because …”. It clearly and efficiently allows you to explain to the applicant that he or she is no longer interested in this company. You can reject an applicant at any stage. In most cases, the decision on the candidate’s suitability for the position is made without his or her presence. It is possible to attract experts for a more accurate assessment of written tests and assignments.
Depending on the results obtained, a decision will be made on the candidate’s suitability for the vacant position. Within a few days, the applicant knows the results of the interview. Making quick decisions about candidates will allow you to quickly and efficiently select the most appropriate ones. The search process was significantly shortened with time, and effectiveness increased.
Choosing the right employee is a difficult and responsible step for a company. It takes a lot of effort to find an employee who will fit perfectly in all respects. There is always a great need for qualified specialists. Some of these are actively banned by companies from each other. Such actions are justified, as a key employee will bring the organization a large profit and contribute to its development and promotion.
Recruitment agencies are constantly monitoring vacancies and free specialists. They changed the selection systems, coming up with new evaluation standards. Their work brings tangible results – many professionals occupy lucrative positions in large companies … And to understand how they work and how to conduct interviews, you need to spend more than a day.
He is constantly looking for new staff and jobs in NYC, on the other hand, are looking for suitable employers. Therefore, people often have a question: how to conduct a job interview?
Hiring an employee is a responsible job for both employer and employee. The beginning of this difficult process is the interview with the applicant for the vacant position. The effectiveness of its implementation largely depends on which candidate will take the team position. Therefore, both parties need to prepare carefully for the interview.
How can an employer conduct an effective interview with a candidate?
Many employers are wondering how to interview a new employee. We will try to answer this question in as much detail as possible.
Be fair to the applicant
It is necessary to have a simple and natural conversation with the candidate. Try to be an interesting talker, open and attentive. These recommendations will help to show the person fully, as he or she will be as free as possible in communication. In a confidential conversation, it is easy to see the strengths and weaknesses of a candidate.
Contact the candidate
To dispel the situation, you should talk to the applicant about general topics. This will help relieve the stress a person experiences when going to a job interview. It is necessary to wait until the moment he begins to be comfortable and able to rest.
A story about the company’s activities
Next, you need to talk a little bit about the company’s activities, about the job details for the position to which the candidate applies. This method is necessary to deliver the speaker to an important conversation about his or her professional and personal qualities. In addition, you can immediately understand if the person caught that you expect him to say about yourself. If he understands, it speaks of his attentiveness. Accordingly, it becomes immediately clear that the candidate is capable of studying.
Candidate observation
You should carefully consider the personal characteristics of the applicant for the position. It is important to understand if you can work with this person. To do this, the employer needs to create a picture of the person with whom he or she wants to work in advance. For a complete picture, you should know what qualities the applicant has. Perhaps for you, as an employer, it should be basic experience, organization, ability to work in a team, a specific education, and so on. Especially in order to identify the desirable characteristics, it is necessary to make a list of them.
The leader of the organization does not always conduct interviews with himself. Most likely, it is done by professional interviewers working in recruiting agencies, or recruiting managers. It should be understood that the requirements for how to conduct an interview effectively are the same for everyone.
What is the correct way for an employer to prepare questions for an applicant?
After getting to know the employer and the candidate, you need to proceed to the main part of the interview – with questions. The employer must prepare them in advance. All responses of the respondent should be recorded on paper, so that in the future it is easy to remember the dialogue and analyze it. Interview questions are asked by the employer
