The Cool Interviewer

Interviewers are different and hence interviews can sometimes give surprises. Some of the interviewers are good in finding the best out of a candidate, some are good in making the candidate feel comfortable; but where is the list of skills that the coolest interviewer must possess to make the best interviews. Wait.. is it so important to worry about interviews being stressful and having to try many candidates to get the perfect one? Oh, it’s about the cost to the organization, isn’t? Well, the answer is partly yes. However, the reasons are incomplete with a few of these

• Organizations don’t want the best candidates to get rejected on a wrong assessment.
• Organizations want the candidates to feel the professionalism they can offer, at any point in time.
• Interviewers don’t want to keep on taking interviews.
• The unbiased environment must exist.

Alright, then how does the cool interviewer does it well? here are the tips

Understand the needs before you read the resume

Every interviewer must have an understanding of why they need the new person, on what skills they need and what role they have to take up. If the interview is started just with a given resume, you may make a wrong decision.

Go through the resume before you start

Take a few minutes to read the resume, to understand what all skills are referred to and what all experience is listed out. This is a chance for the interviewer to prepare what to assess and how. If the interviewer doesn’t have enough skills to interview that candidate, let’s get the other one do the job.

Be relaxed

Like a candidate, the interviewer also needs a relaxed mind to find the right person for the job. If you are stressed, not well, or in between something so important to keep focused, better not to go for taking the interview.

Start comfortably and on time

You have to make the candidate comfortable before you start with the actual assessment. Initial few minutes are usually nervous moments for most, and the best out of a candidate might not come out at that point. Give a bit of time to introduce and tell about what they have done well etc. Be a great listener while they explain, smile and appreciate their experience with good gestures (unless you are to find the stress level). Be sure not to have a prejudiced mind at any point. Also, don’t ask on personal information like age, marital status, religion, race, etc. Stick with the schedules, as you have to value a candidates time.

Ask questions according to what’s needed

Ask questions according to what is being looked on for the position and based on what’s on the resume. For eg, if you need a team leader, and the candidate has worked on a team with few junior members, find out how he or she has helped / would help them scale up quick in a team, with the asked situation. Look for key points extracted out of responses than too many direct questions. For candidates who have not had a chance to work on certain areas that you look for, try and give situations to look for the ability to adapt and learn.

Be a good listener

At any point of the interview, be a listener and keep in mind that its the opportunity for the candidate to prove his points that the forum for the interviewer to showcase his ability. The interviewer has to make the candidate feel that you are appreciating the responses and not interrupting.

Use time effectively

. If you have scheduled a slot for this interview, use it completely than trying to finish it quick. Because this is the time given for the candidate and not completely yours.

Confirm your findings

While you feel that you noted about some key factors that you look on a candidate, you have to confirm that preferably without an explicit question. In case you can’t confirm your finding, try again. If you are still doubtful, it’s good to give another round to confirm.

Ensure coverage

Ensure that you covered the areas that you looked for on behalf of the organization needs, and on what the candidate informed on his profile. Note the key strengths or improvements, if needed. This helps if you have a tie between candidates and to choose between them based on a certain parameter.

With these skills/tips, you can be a better interviewer. There are some situations where you may need to act wisely. Keeping yourself cool will help.

One last tip-

Be courteous

Some interviewers will end with a mention about getting back to them after the interview, and that may not happen if the candidate is not found fit for the opportunity. If you have told about getting back, do so; even if you don’t have positive news for them. This helps the candidate to plan better on the job hunt and to have a good impression of your organization.

Now practice and become the coolest!