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  • Hey Ambitious Professionals!

  • It's Linda Raynier of lindaraynier.com guiding you to a career and life you will truly enjoy.

  • Now if you're someone who happens to be a hiring manager or recruiter or an hr professional

  • then you're in luck because this episode is actually the fourth of a five week special

  • series that I'm doing right here on youtube where I'm going to be teaching you how to

  • recruit and hire the best job candidates for your company and in today's video I'm going

  • to be sharing with you my top tips on How to interview candidates well not just how

  • to interview but really how do you determine the amazing job candidates away from the good

  • or the average job candidates Ready to get the job you want?

  • Top Notch interview is coming soon!

  • For more info and free training go to jointni.com As a career strategist I've had the honor

  • of being able to help numerous professionals land their Dream job offers and so if this

  • is something that you're looking for one on one help from me then I will give you details

  • about that at the end of this video now as a recruiter or hiring manager you may actually

  • find that when it comes to interviewing candidates this might actually comes very natural to

  • you maybe you really enjoy asking people questions and gaining insight into their experiences

  • and who they are as professionals but are you interviewing them in the best way possible

  • where you're gonna get true insight into what they're really capable of or So asking them

  • questions that are a little bit tricky that will make them nervous and squirm and limit

  • their ability to be able to show you who they truly are so today I'll be showing you the

  • right way on how to interview a candidate so that it's not only efficient but you're

  • gonna be able to gain clear accurate insight into whether there are real potential employee

  • for your company so here's a checklist of four tips that you wanna make sure you're

  • doing tip number one Have at least three to five questions that you want to ask ready

  • beforehand never start an interview with so what questions do you have for me too the

  • job candidate good job candidates can smell lack of preparation on your part as a hiring

  • manager right away if you start with this question being prepared with targeted questions

  • shows professionalism on your part as a hiring manager and these questions can be anything

  • that you personally feel are appropriate to To determine if they are a potential fit for

  • the job and the company you can always start off with the classic tell me about yourself

  • followed by why do you feel you're fit for this position followed then by can you please

  • tell me about a time where and insert a specific experience or type of experience that you

  • want them to describe to you and then ended off with what we're aspects of your previous

  • world that you most enjoyed each of these questions have a unique purpose as to why

  • you would be asking them so you want to determine what that purpose is What it is that you're

  • looking for in your ideal candidates answer tip number two is to communicate your expectations

  • for this person in this position throughout the interview process as a hiring manager

  • it's easy for you to get caught up with just asking the interview we questions about them

  • their roles and their experiences without revealing very much about yourself the job

  • or the company you wanna make sure that you let the job candidate know what it is that

  • you The hiring manager hopes for this person to achieve when you explain the goal for this

  • position the purpose for this role if they're good job candidate you can see enthusiasm

  • and excitement in their face but if they're not you can see that maybe they're not really

  • looking to contribute or add value to your Organization they have to show some sort of

  • level of enthusiasm and excitement when you can describe the purpose and the goal for

  • this role tip number three I like the items in this Tv that you want to ask about when

  • you highlight Specific experiences and then ask the job candidate about them this is giving

  • them the opportunity to showcase to you their value what they can do for you and what experience

  • they have so if they have the ability to answer you well by giving you clear details giving

  • showing clear achievements then you know that they know what they're talking about and that

  • they have the ability to do your job but if somehow you're asking about specific experiences

  • and they're stumbling and they don't they're tripping over their words and it's not just

  • cuz they're nervous but they don't really know Talking about then that is a Red flag

  • tip number four know the difference between someone who's nervous versus someone who has

  • the wrong experience credentials or is unqualified one of the things that I find happens with

  • recruiters and hiring managers when interviewing candidates is that they mistakenly assume

  • that when a candidate is nervous that that automatically means it's a sign that they

  • are probably not a good fit for their Organization nervousness should not equate to their potential

  • maybe they're nervous Because of the way that you greeted them and that the way that you

  • are currently exiting your body language is causing them to tense up and not feel comfortable

  • around you as a recruiter and hiring manager you wanna give a fair chance to every candidate

  • that comes through the door to be able to demonstrate and prove himself to you because

  • that slightly nervous candidate might actually be a superstar employee who is hardworking

  • and dedicated but you were too quick to dismiss them because they were nervous now on the

  • other hand if you have Done a good job at getting them to feel settled and not nervous

  • and they're still struggling to tell you what their experience is then that is a Red flag

  • and that is an indicator that maybe they don't have the right qualifications for what you're

  • looking for and finally tip number five if they seem to be a fit for your company let

  • them know what the next steps would be managing expectations is extremely important in keeping

  • your reputation as a hiring manager and as a professional in general so just Simple email

  • because it's common courtesy so there you have it those are my top tips on how to interview

  • your job candidates the right way now if you yourself happen to be a job candidate you're

  • currently looking for a new position you've been going on interviews but you haven't been

  • getting offers and you realize that you need one on one professional guidance then feel

  • free to reach out to me head on over to my website lindaraynier.com/standoutgethired

  • read through the page fill in the application form and if it seems that you and I are potential

  • match to work together than my teammates We'll be reaching out to you directly if you like

  • this video then please give it a thumbs up subscribe share with your friends thanks so

  • much for watching and I will see you in the next video Ready to get the job you want?

  • Top notch interview is coming soon.

  • For more info and free training go to jointni.com

Hey Ambitious Professionals!

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B1 hiring manager hiring candidate job nervous manager

How to Interview Someone - How to Recruit a Good Job Candidate (4 of 5)

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    林宜悉 posted on 2020/03/11
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