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Remember to allows be grateful for the interview and the employee.
Introducing a topic for which the interview will be based on is necessary so that the interviewer and interviewee do not go out of what is expected from both of them.
All the steps of the interview process is important and plays a big part in the image of what your organisation is?
Breaking the Ice - This is to help both and the interviewer "tune in" to the interview situation and to each other. It usually consists of small talk about classes or school or another general topic. It may also include a broad, open-ended question like "tell me about yourself." The content and duration of this stage are controlled by the interviewer. Although this part of the interview seems informal, be aware that it is an important part of the inteview process. Sharing of General Information- The interviewer will begin to tell you about the company and the positions they have open. You, in turn, can state how your skills relate to the position. You should be concise, using specific examples whenever possible. Amplification and Sharpening of Focus- At this point in the interview, you will provide much information about yourself. You will be questioned about your work-related values, goals and aspirations. Your qualifications will be explored in detail. The interviewer is assessing you relative to the interview outcomes discussed earlier. At the same time, you need to determine if the company and the type of position they have match your goals and personality. Closure- This is the conclusion of the interview. Typically, you will be asked if you have any questions. Once those have been addressed, you need to find out process for follow-up and secondary interviews
In every process of any organizations or companies, in a panel interview one member will need to take the chair to link and control the contributions of the panel members. A relaxed and skillful lead interviewer will then continue to establish and maintain in rapport the exchange with the candidates. In introduction, he or she need to explain short the point about his or her part to the respondents. The interviewer and candidates need to know respect the time to finish on time. Then all the links below are also important- the schedule, a summary, and the end.
Both sides should keep time and also its always good to know the panel members.
It is of importance that both the interviewer and the respondent be in a comfortable setting and that the interview be conducted in a time frame
List the steps in an interview
As we have learned, there are four steps of an Interview. Firstly, your question will be interesting and clear to your respondant in your introduction. Then, your schedule should be well arranged and give time and clues to correct any misunderstandings to your applicant. Finally, you should thank them that they have given their time and end your interviewing on exact time.
The introduction will be very short, but a very important part of the interview. Good body posture, a firm handshake, and steady eye contact should all be displayed during the introduction. Small talk will be on informal topics of discussion to gauge your spontaneity and personal interests.
In a panel interview one member will need to take the chair - this person will then be responsible for initiating, controlling and closing the interview. It is also the role of the chair to link and control the contributions of the panel members.
If you are the chair, you should always introduce the panel members to the candidate and explain how the interview will be conducted. A relaxed and skilful lead interviewer will then continue to establish and maintain rapport throughout the exchange with the candidate.
Click on the links below to read more about the fours stages of an interview.
In this stage you need to explain what the topic of the interview is and possibly why you are conducting the interview with that particular person.
You have to be careful at this stage that your introduction doesn’t give too much of a steer to your respondent.
Your introduction has to be carefully thought out. It needs to be clear enough to interest your respondent but be careful that it does not become leading, in suggesting the kind of answers that you want.
All interviews will have some sort of schedule of questions. There are differences in how detailed that schedule will be. Sometimes you’ll have a carefully worded list of questions. On other occasions you’ll have only a list of general topics you want to discuss.
It’s often a good idea at the end of the interview to summarise what you have learned from it - indeed, you might do this on a couple of occasions during the interview as well.
At such points you outline what you have understood to have been said. This will give your respondent the opportunity to correct any misunderstandings.
This may sound trivial, but do end by thanking your respondent for giving you their time, and do make sure that you end on time.
If you have said that the interview will only take fifteen minutes or half an hour, then be ready to end at that time - you must be sensitive to the need to end an interview at the convenience of your respondent.