Interview Guide for the Interviewer

 When you run a quick Google search before you give an interview, you will find hundreds of suggestions. However, it is not the same if you are the interviewer. You are expected to know everything without any preparation. However, we know it is not that easy. As an interviewer, it is necessary that you project a good image of yourself and your company to a potential employer. What matters even more is that you prove to them that you pay attention to detail. You need to let them know that you are taking your job seriously and will hire the right person on board. However, you also need to be the right amounts friendly and welcoming. Here are some tips to ensure that you are prepared to conduct an interview:  Sales Performance Coaching


1. Study the candidate’s resume: Make sure that you know the candidate’s professional background so you can base your questions around that and ask them more about themselves. You need to be sure that they know you have done your study well and are interested in knowing what they do and where they come from. 


2. Let the candidate talk: Do not come off as too intimidating. Let the candidate talk about themselves, their skills, their past experiences, and their expectations. Make them feel comfortable. 


3. Ask follow-up questions: You should ask genuine follow-up questions. The interview should be candid. However, avoid rigorous cross questioning unless it is something you do not understand or want to know more about. 


4. Observe their body language: It is not just their verbal skills that matter but also how they present themselves during an interview. Take notes of it in your mind. 


5. Ask behavioural questions: Ask questions about how they handled a past situation at work or what they would do in a hypothetical situation. Notice what soft skills do they possess and what is it that they need to work on. Are the soft skills that they possess what you need for the job role? Do their goals align with your firm’s? You need to be able to answer all these questions after the interview. 


6. Get back to them: Whether it is an acceptance or rejection, get back to them in a decent and respectful period. Additionally, if you see potential or have any feedback that you think the candidate could use, help them out. As a professional, let them know how they can get in touch with you should they have any queries. This is a wonderful professional courtesy to offer and goes a long way in helping you build a network. 


As a leader or a hiring manager, it is necessary that you take care of these little things. You need to set the right example for your employees. Remember to stay patient and observant. You need to be a wonderful listener and engaging enough to ensure that nobody feels out of place when they are around you. Whether it is an old employee or a potential employee, they should be able to talk to you and bring up their concerns or queries.


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