Finding the right candidate for a job is not as easy as it looks. As an HR practitioner, it takes time, dedication, practice and intuition to know whether a candidate is perfect for the position or not. You’re representing the company you’re working for, so it’s also crucial to make a good first impression to every candidate you interview. Here are some things you need to prepare to make it as smooth as possible.
Interview Questions That Count
Human Outsource and other HR professionals recommend avoiding conventional interview questions and formats because interviewees, especially the ones with experience, know them already and may have rehearsed their answers. Instead, catch your candidates by surprise by making the interview process and questions more personal and real. Think of concrete situations they need to provide concrete answers instead of abstract thoughts that they may answer insincerely.
During the interview, you must hold your end by explaining the job descriptions of the position that your interviewee is applying for. You should do this in a compelling, fun yet informative way, though. Encourage the candidate to shoot questions your way if they have some. You must have a consistent tone for all job titles and candidates you face. If you’re not sure about something, revisit the documents and ask someone to clear it up for you to avoid miscommunication.
New Hire Contract
If the candidate successfully passes the exams and interviews, you must follow the contract agreement template and present a job offer to them. This job offer should be meticulously prepared to make sure it’s free from errors. Aside from the starting date and schedule, the most important parts of the new hire contract is the salary and benefits package, so keep close attention to them.
Be the best possible HR practitioner you can be to make your company proud and find the best people for every job. Use these tools effectively to make the hiring process as effective as possible.