Internet TV Businesses

Archive for June, 2009

Being Too Quick

During a structured interview, it is likely that a candidate will make a favorable or unfavorable first impression.  While these impressions can go a long way for many interviewers in the final decision making process, it is essential to try to give the candidate a significant amount of time to come up with a view on the candidate.  By making an early decision while interviewing a candidate, the candidate is not given the chance to prove themselves during the interview process.

“Most interviewers make a like or dislike decision about a candidate within the first 5 to 15 minutes of an interview and spend the balance of the time confirming their first impressions – positive or negative impression. This first impression will often taint the interviewer’s perception of the answers received. (e.g., A candidate who is perceived negatively will have his/her answers judged more critically than a person who is perceived more positively.)

RECOMMENDATION: Interviewers should make a conscious effort to reserve any judgment for at least 30 minutes to allow any nervousness on the part of the candidate to dissipate. Very often, a candidate who does not make a positive first impression can really shine as the interview progresses, while the candidate with a great first impression begins to diminish as the interview questions require more specificity.”

Utilizing this interview technique, as well as by unbiasedly completing employee review and performance appraisal forms, will ultimately lead to greater hiring success for your company.

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Getting a Full View

During a structured interview, some candidates may not fully shine because their interpersonal skills are not as developed as other candidates.  This does not mean they are not just as good a candidate as another person, it just means that it may take some more work to understand how skilled they are, and how their employee evaluation form and employee review should be done.  Overlooking these candidates is one of the biggest mistakes interviewers make.

“Most interviewers don’t have the skills to “coach” candidates to give complete answers to interview questions. As such, less articulate candidates may be overlooked if the face-to-face interview is the only tool utilized.

RECOMMENDATION: Use a variety of forms and techniques as noted in this Secrets to Hiring Success in order to get complete details about a candidate and his/her accomplishments.”

By getting the full scope while interviewing a candidate, the job as an interviewer is much easier.  During the interview process, however, it is very likely that some candidates will not be able to reveal the full view of themselves solely in a face-to-face interview.  By doing some research and having other modes of communication between candidate and interviewer, the job evaluation process can be much more accurate and performance appraisals can be much more accurately assessed.  This will result in greater hiring success for any company.

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