{"id":2580,"date":"2019-05-19T15:57:16","date_gmt":"2019-05-19T15:57:16","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=2580"},"modified":"2019-05-19T15:57:36","modified_gmt":"2019-05-19T15:57:36","slug":"how-to-conduct-a-selection-recruitment-interview-handling-of-difficult-situations","status":"publish","type":"post","link":"https:\/\/hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Interview-and-Assessment-Process","title":{"rendered":"How to Conduct a Selection \/ Recruitment Interview – Dealing with Difficult Situations"},"content":{"rendered":"
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The aim of a recruitment interview is to further discuss the information already gathered through the\u00a0assessment of the candidate\u2019s application documents (guidelines)<\/a><\/strong>. Moreover,\u00a0it will allow assessing the job candidate\u2019s personal skills, which may be done by using professional tests or assessment center exercises.\u00a0<\/strong>All this will contribute to determining the\u00a0gaps<\/em>\u00a0between the candidate\u2019s skills and the job requirements, which represents the end goal of the entire\u00a0selection process (guidelines)<\/a><\/strong>.<\/p>\n

TOOLS<\/strong><\/h5>\n

A recruitment interview is a complex communication process.<\/strong>\u00a0It requires in the first place\u00a0respect of others<\/em>\u00a0in terms of reciprocity in the exchange of information and an extensive use of\u00a0active listening<\/em>. This means that the recruiter should keep in mind what the diverse levels of the interview are and pay them a particular attention:<\/p>\n

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  1. The context of the interview:\u00a0<\/em>situation, players, rules\u2026<\/li>\n
  2. The contents of the interview:<\/em>\u00a0reference framework, language\u2026<\/li>\n
  3. Social interactions:<\/em>\u00a0attitudes, regulations (both verbal and non-verbal), influences\u2026<\/li>\n<\/ol>\n

    Please note that the use of\u00a0professional tests (assessment interview)<\/b><\/a>\u00a0that have been statistically calibrated and validated can offer additional information in an objective, reliable and\u00a0value-neutral\u00a0<\/em>manner.\u00a0Moreover, it will allow structuring and orienting the interview.<\/p>\n

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    PRACTICE<\/strong><\/h5>\n<\/div>\n

    A selection interview should go through the following steps:<\/p>\n

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    1. Welcome the candidate<\/li>\n
    2. Present a summary of the\u00a0job profile (or “job specifications”)<\/a><\/strong><\/li>\n
    3. Ask the questions<\/li>\n
    4. Spot the candidate\u2019s strengths and weaknesses (in relation to the job profile!)<\/li>\n
    5. Conclude the interview<\/li>\n<\/ol>\n

      All along the interview, the recruiter may use diverse attitudes, depending on the candidate\u2019s behavior.<\/strong>\u00a0Thus, a somewhat reserved candidate may need more encouragements (directive attitude) than one who is more loquacious and for whom more reformulation and synthesis will be required.<\/p>\n

      The following schema shows the\u00a0main attitudes that can be adopted in the course of an interview (illustration)<\/a><\/b>. Here are also a few\u00a0basic rules<\/em>\u00a0that ought to be considered:<\/p>\n