Many job applicants misrepresent their true status, background and experience. This is true for both upper and lower entry employees.
One survey reported by Inc. magazine indicates the following about job applicants:
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15% of all job applicants falsify academic qualifications.
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10% falsely upgrade their academic qualifications.
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35% claim specific achievements or experiences that are untrue.
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70% upgraded the importance of achievements
These statistics define the need of a sound recruitment process. The beginning of any employer-employee relationship begins with the hiring process.
The value of placing your efforts and resources into the hiring process cannot be overstated.
Interview Tips for Interviewers
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Make notes of the questions you intend to ask
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Decide the essential things you need to learn and prepare questions to probe them
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Plan the environment - privacy, no interruptions, ensure the interviewee is looked after while they wait
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Put the interviewee at ease - it's stressful for them, so do not make it any worse
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Begin by explaining clearly and concisely the general details of the organization and the role
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Ask open-ended questions
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Make sure the interviewee does 90% of the talking
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Probe the CV/resume/application form to clarify any unclear points
The Interview Process
Employers can avoid most hiring mistakes by simply spending a little more time preparing for the interview in advance. To do a wonderful job of preparing for interviewing and present one's company professionally the following points must be considered:
Before the Interview
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Determine your options - Which skills are vital as opposed to convenient
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If other people are going to be involved in the interview process, make sure they have taken the time to prepare for the interview. Each person should have a couple of overlap questions to provide insight on the prospective employee's responses
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Have company information available for candidates
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Allow plenty of time for the interview
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Have detailed information about the candidate
During the Interview
- Interview the person, not the skill set. Ask questions that are, broad, open-ended, job-related, objective, meaningful, direct, clear, understood & related
- Be open and honest with the candidate
- Tell the candidate what to expect in the hiring process
- Tell them your expectations: career advancement, training, duties, experience expected, the direction the department is headed in
- Show the candidate where they would fit into the organization
Closing the Interview
- Ensure that you and the candidate have concluded on common ground
- Ask if she/he has any other questions
- At the end of the interview, if you are interested in the candidate, let them know
- Review the next steps with a clear and honest timetable (and stick to it)
- Be friendly and honest to the end of the interview; don't give false encouragement or go into details for rejection
After the Interview
- Take time to update the next person in the interview process
- Discuss the candidates reaction and interest
- Rate the applicant on a 1-5 scale as a potential employee
