Structured Recruitment Interview : Conducting an Effective Interview

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In the recruitment process, the interview is the important event that will allow you to designate the person suitable for your company. In order to determine if the candidate will meet your needs, the interview must be well organized; so, what are the steps of a structured recruitment interview?

Structured Recruitment Interview

Define the objectives

As a recruiter, it will be easier for you to conduct a recruitment interview knowing exactly what you are looking for. Define in advance what your expectations and ambitions are in the future for this position, so it will be more obvious to you to recognize the ideal candidate.

In advance, you will need to establish the list of professional skills required for the position to be filled. During the interview, identify the motivation and personality of the applicant, as this will condition his integration process to your company.

Structure your interview so you don’t forget anything

To keep in mind essential elements, define specific steps in your conversation. For the same research, you will receive several candidates; if you structure your interview, it will allow you to systematically carry out the same interviews and thus put all the candidates at the same level. So your judgment will be more objective.

The Steps of the Structured Recruitment Interview

1. Welcoming the candidate : You need to send back an image that will make you want to come and work for your company. First, introduce yourself and make him or her comfortable, and then provide the basics of the interview by announcing how it will unfold.

2. CV Survey : This step verifies the accuracy of the candidate’s CV information. Review with the applicant point-by-point training and work experience.

3. Check motivation : ask questions about pay, working conditions or career future.

4. Introduce your company and the position : first, ask them what they know, and what they expect. Then present in detail the missions that could be entrusted to him.

5. Exchange and free expression : convergences and differences of opinion may give the candidate the opportunity to put forward his skills. This step also gives you an idea of the candidate’s personality and motivations.

6. Conclude the interview : Inform the applicant of the next step in the recruitment process; second interview or contact for the answer and thank them for giving you this time.

As a recruiter, structuring your job interview means making sure it’s effective so you don’t lose sight of the profile you’re looking for.

By : Inès Kindou
Posté dans HR information le .