Recruitment is a very complex process which includes several steps. These steps, if followed correctly will ensure the employer to recruit the perfect candidate for the vacant position. Job interviews take a lot of time of an employer. Selection of the candidates is based on their skills, competencies, abilities and other information written in the resume, and moreover, based on their presence of mind at the meeting. There are several recruiting, hiring and staffing strategies employers use to find the perfect person to occupy the free job position, but the most important aspect is that the candidate should perfectly fir the job position requirement.
Several types of interview panels are used in interviews, but the most common is the HR staff. There can also be psychologists, department managers, specially assigned people from within the company to conduct the interview, but most of the times, HR departments run the interviews and do all the hard work. HR specialists are those who master how people tend to behave in work environments, what are their expectations, the mistakes candidates can make during an interview, and they know best how to identify suitable people for the job position requirements.
Most of the candidates are intimidated during an interview with the HR staff, and this is because they feel that they would be under a microscope's zoom lens. Sometimes this is true: HR staff analyses everything, from appearance to experience, from voice to gesture and body language to self confidence and answers' coherence. They are trained to see in people various traits, skills, competencies. It is well known that during an HR interview, certain classic questions will be asked, and this is a positive thing, because candidates can prepare for such questions before the interview takes place. Usually there are no standard answers for these questions, but logic and self-confidence are often sought by interviewers in candidates' answers. It is very important for the candidate, before formulating an answer for a certain question, to uncover interviewer's need, want or goal.
HR staff might seem bored, and this can intimidate candidates, but they should remember that they are there to prove their skills, competencies, accomplishments and talent. Self confidence for the discourse can be easily practiced in front of the mirror or with a friend. The more one repeats a story, the more the story has its charm, brings more confidence, and seems to be more relevant. So it's very important for candidates to do their homework and repeat their experience stories before the interview takes place.
Another aspect that will make a certain candidate eligible for the job is his/her ability to ask questions. And this requires research: about company, about the interviewer himself, about the job position. It is very important to ask questions whose answers weren't present in the job announcement or on company's website. Using logic and making connections between different things, candidates can formulate interesting questions that will make them notable and take them out of the candidates' ocean.
Assessment is also another vital aspect of HR interview. Candidates should prepare their resume before the interview, update it with the latest information, be able to talk about what they have written in the resume and take the word when needed. Interviews are all about self-confidence, but not over-confidence, skills, competencies and job requirements. Personality is most of the times the most important aspect one possesses and should use it in a favorable manner.