Interviewing a person is all about trying to find a win-win situation where a talented, experienced person and a company of good reputation get to work together in a mutually-benefitting way. What an interviewer needs to make sure that he looks for positives more than negatives, rather than the other way round. Every profile will have something worth a second look if the screening standards are very strict. In today’s extremely competitive market, HRs know that they can’t be too picky.
Talented resources are prized assets, so HRs need to frame policies and set expectations in such a way that once they recruit someone, that person stays for long and keeps adding value to their organization.
Interviewing someone is much more than just having a brief glance at someone’s resume’ or CV, and knowing his career journey. Interviewing people is one of the most primary and fundamental jobs in an organization. It’s a crucial step in order to get the best team for the company.
Interviewing Skills aren’t just limited to asking a few questions; it’s about identifying the entire gamut of talents that an individual has, and which process can utilize these talents to the optimum. Studying someone’s resume’, asking the candidate questions, and analyzing the responses are necessary, but they are, in no ways, means to an end. In fact, these are just tools to working your way in from the outside only. Trying to understand a candidate involves being aware of the complete workplace scenario, which helps in identifying and recruiting new professionals to enhance your team.
Many recruiters think that new processes need completely new employees, but this lack of complete workplace scenario makes them blind to some obviously talented people who are already working in their company. Instead of utilizing such talent to the optimum, they recruit more staff, thereby adding up to the liability factor.