1. preparing for the interview conducting the interview job interview

Vary your questions. It’s important that you ask questions on skills specifically related to the duties and responsibilities of the position. This will help you uncover candidates’ strengths and weaknesses. Don’t forget that open-ended questions are best during interviews, such as “What was the most difficult challenge of your last job?”

Give candidates a chance to ask questions. Confidently answering any question thrown at you means knowing all aspects of the position and being able to clarify your expectations, in addition to listing the benefits of working for your business. Applicants should be given the chance both to answer your questions and to ask questions of their own to determine if the job and the company are right for them. Their questions can help you assess whether candidates have adequately prepared for the interview and are genuinely interested in the job. An effective strategy is the 80/20 rule: You do 80 per cent of the listening and 20 per cent of the talking.

Provide a timeline. Always provide an estimate of the length of time until final selection will be made. Provide an indication as to when candidates might expect to hear back from you regarding the final outcome or the next step in the recruitment process.

JOB INTERVIEW
A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization.^[1] Interviews are one of the most popularly used devices for employee selection.^[2] Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked.^[3]Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees.^[4]

Background[edit]

A job interview typically precedes the hiring decision, and is used to evaluate the candidate. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, then selecting a small number of candidates for interviews. Potential job interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees.^[5] It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job.^[5] An interview also allows the candidate to assess the corporate culture and demands of the job.
Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds may involve fewer staff from the employers and will typically be much shorter and less in-depth. A common initial interview form is the phone interview, a job interview conducted over the telephone. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides.
Once all candidates have been interviewed, the employer typically selects the most desirable candidate and begins the negotiation of a job offer.