Winning Your Next Hiring Interview: An HR PoV

 Effective interviews are an important aspect of the hiring process because they can uncover potential red flags, highlight strengths, ensure that pay, compensation, and personality expectations align, and verify credentials, skills, and talents. Have you done it well-prepared, HR?

- Avoid too much details on job desk
First and foremost, do not exaggerate the job description to the candidates. When briefing candidates on the available position, HR should concentrate on what is absolutely necessary. They won't recall the facts anyway, but your explanations may overwhelm them.

- Use the job description as your guide to make questions list
Instead, create questions using the job description as a guide. Review the job description's essential values and create questions based on them. Remember to write down your questions ahead of time and provide enough free space to jot them down.

- Dig the truth smartly
In reality, candidates often exaggerate or invent details to try to impress an interviewer. How can you cut through to the truth? By asking specific questions and following up. Get numbers, dates, and other concrete details, then ask about them again later in the interview, or in subsequent interviews. People will almost never remember numbers they invented off the top of their head.

- Salary talks
Speaking of the delicate manner of salary conversion, it's okay to directly ask what they're currently making, and what their expected salary is. Keep in mind, people almost never want to go down in salary from one job to another, except your offer comes with other benefits that can't be found in their current job.

However, don't be too happy just yet if the candidate immediately agrees to a salary that's well below their expectations; they'll probably start looking for their next job the day after they start.

- Check their past job
Inquire about their reasons for leaving. If they start complaining about coworkers and superiors, it's a sign that they'll be difficult to work with. Also, if they discuss concerns that are similar to the position you're giving, you realize it's probably not a good fit. For instance, if someone resigned because they needed to work weekends, and you actually need them to work weekends.

- Don't be too chatty
One of the most common things you'll notice is that the candidate grows nervous and becomes quiet. Be cautious; you can accidentally take over the conversation and speak too much. Remember, you're the one conducting an interview. To discover more about the candidates, encourage them to talk more.

A good interview will reveal everything you need to know about the candidate's work ethic, work history, future career goals, and corporate expectations. With this knowledge, finding the perfect person to fill your available position will be simple. Be sure to trust our Outsourcing Jakarta company, KPSG, for the recruitment and payroll solution.

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