In the previous post, we touched on the possibility that job interviews do not have to be over-bearing tasks. And why should they be? An interview for a job should simply be a cordial conversation between an employer and a candidate who wishes to be employed. At the end of the talks, both participants should have a better understanding of each other, what the available job entails and what the company expects from their employees. Indeed, all employers should also give candidates reasons to trust them. Their title/position alone does not entitle them to free trust. It simply does not work that way. After all, the prospective employee will be making the company and the job part of their lives. We hate to think about it, but our bosses/managers/supervisors are defintely part of our lives, thus, there is a necessity for them to also gain our trust.

Here are some ways ‘How Employers Can Make An Interview A Pleasant Experience’:

1. Talk about the company and its mandate passionately. It’s your baby. So relay your passion for your company to the shaking candidate infront of you. Warm them up and relax their tensions with your great tale of ambitious dreaming, dedicated persistance, hard work, blood, sweat, tears and the million dollar inheritance you got from your father.
If you are a lowly Human Resources Manager/Administrative Assistant in the company however, still attempt make all candidates also feel passionately about the job. You were in their position once before being hired. But, now you know how dismal the hours are, how bleak the paycheck is and the reason you completely ignore rules in the employee manual. Misery likes company.

2. Turn the interview into a conversation. Everyone walks into an interview expecting to be bombarded with a million run-off-the-mill questions. However, if you are skilful enough to ask just one ‘right’ question, you may not need to ask any more. A comfortable person will open up to you. One who is cringing in expectation of the next question will remain guarded in their responses. Get the candidate to talk about themselves. However, do not pose the question in this way-‘So tell me a little about yourself?’. People usually never know how to answer this question, even though they are the topic. They are better off answering questions on ‘String Theory’ and ‘Macro-Economics’. A better spring board is- ‘You seem to have a passion for Communication Studies and Journalism, can you tell me what is the genesis of that passion?’ When a little smile appears on the candiate’s face, you know it’s going to be a good session.

3. Become the interviewee. Earlier, it was mentioned that employers do not get a ‘free trust card’ from prospective employees. Rather, they must do sufficient work to earn that trust. This can be achieved by giving the candidate ample opporunity to ask questions of their own. Thus, by giving them some power, you make the candidate even more comfortable. This allows them to question you on the concerns they have in their mind about the job. This approach also gives the candidate a favourable perception of your personality and leadership skills. Perception of employer counts. For some reason, some people overlook this fact and believe that the rough and tough approach is the way to deal with candidates. Believe it or not, your treatment of candidates in an interview, sets the stage for the form of relationship you will share with those persons during their tenure at your organisation.

4. Don’t make promises you can’t keep. No matter how desperate you are to hire someone for a job because the vacant position is affecting your productivity and therefore your profits, do not deceive people into working for you. Some people enter a job for a low paying salary with the expectation that after their probationary period they are entitled for a salary review. If you know you cannot deliver on this promise, do not make it. If you know your company is going to fail in the near future you should be very forthright with such information to anyone who is going to enter into such a calamity. The bottom line is, honesty should be every employer’s best policy.

These tips have been written for prospective employees as well, so they can have an idea of how an interview can possibly be conducted. Not everyone will follow such tips. Many employers are stuck in old ways and they cannot be blamed. Nevertheless, there is hope that the structure and proceedings of the job interview can be changed, so that all parties walk away satisfied that the conversation was productive and the prospects of being hired are very high.

The End.


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