The candidates must give thought to the general management skills that they have used in their current and previous jobs and be able to list them.
The candidates have no questions to ask of the interviewer:
Candidates who do not have any questions for the interviewer come across as being uninterested and may be merely shopping for a job that probably pays them more than what they are currently earning. A job interview is not just for the employer to gauge a potential employee’s suitability but also for the candidate to learn more about the organization, his/her role and the organization’s expectations from him/her.
Ask the right questions. Questions that seem to be solely related to the candidate’s benefits, entitlements, etc. are worse than asking no question at all. Good questions to ask would relate to the organization’s value system, management style of the candidate’s potential reporting manager, ways to contribute meaningfully business plans and challenges etc.
Do not attempt to be what you are not:
As human beings we have our individual traits. When you try to curb these inherent aspects, you put yourself under pressure. For example, interviewing a young 25 year old, who seemed to be on the serious side. While talking about his experience, he tried quite desperately to by funny and humorous and in the process seemed to get all muddled.
Do not treat the interview as a Q& A session
For example, two recent instances diametrically opposite, both with about three years experience. One was really conscious sitting absolutely upright and tense and the other while sitting upright was at ease. The first responded almost in monosyllables; his responses were abrupt. He left in a hurry when the interview was done. The other while answering questions weaved in his queries about the organization.
He mentioned about an initiative he had taken in the team he was part of. He enquired about what happens in the Company where he is being interviewed and there would be scope to be a part of the organization’s initiatives outside regular responsibilities. This young man’s responses were to the point, not long winding and it is that he spoke too much or made tall claims.
Close the interview well:
Once the interview is done, it is not only about a handshake and saying general niceties. For example, a case where the Company had head hunted a candidate and at the end of the interview, he checked if they (interviewer) wanted a second meeting with him. It is important to show interest and be positive even when you close the interview.
There is no rule book that can guarantee a smooth interview session. However, the above pit falls that are usually, very common, can be easily avoided. The economic downturn is bringing in significant changes in the corporate world. And these transformations can be seen within every vertical of the organization. So, what are the changes happening especially in the role and responsibility of HR?
The current economic situation has actually enhanced the role of HR to effectively manage growing business pressures. There is a renewed, yet a realistic focus on engaging employees, in order to maintain high morale enhance retention and create a culture where everyone, irrespective of their role pulls together and delivers on business expectations.
During times like these, HR has to take up the foremost responsibility towards creating better workforce utilization. They need to draw out the entrepreneurial ability in each employee to make them function as business managers. They are responsible for not only managing the work environment but also employee expectations and working towards nurturing innovative ideas and solution, which will lead to stronger organizational culture. —