Recruitment interview questions It can be as simple as to write down your questions. Keep the same questions for each candidate that comes through the door. The main object as an employer or recruitment consultant is to compare people. Their individual answers and responses to a pre-selected list of questions. This will help select the right person for the job. By changing the questions from person to person will make it more difficult. Okay! Some times in an interview there is an opportunity to work with people and follow a line of job related questioning/information to get the full picture of the prospective employee. However, basically try and keep to a single format. Some obvious questions to ask would be: "What do you know about our company? What do you know about the job or the position? What is your previous experience? How do you deal with conflict or difficult situations? Give examples of working under pressure. What attracts you to this job? Why did you leave your previous job? " These are all generally good questions to ask. There are many more. Books and information can be found all over the net on this topic. In many cases, free information. As recruitment professional the objective is to end up getting good responses from the candidates with very answer. This makes the job of evaluating who is the best an easier process. A final recommendation is to always do a reference check on the short list. If the candidates have not supplies at least two previous employers to contact ask if they can supply their previous employers and if they do not I mind to be contacted. This strategy is very powerful. As a recruiter "you" are getting a third party testimonial. That's value! Somebody giving an honest opinion; however, again, when you phone make sure there are only 2 to 6 questions. Don't ask the previous employer unfair questions or wasting their time.
Pages to are hidden for
"Recruitment interview questions (DOC)"Please download to view full document