- Stop judging bodies, handshakes and smiles. Most hiring mistakes are made when the Interviewer judges applicants on the surface impressions.
- Look for evidence of positive attitudes, a high degree of motivation, emotional stability and maturity, the right aptitudes and a temperament style which fits the job.
- Fundamentally, people don’t change. The best indicator of future performance is past performance. Look for a pattern of past behaviour, activities, interests and attitudes. Judge the history.
- Develop a relaxed, conversational style. Come across as supportive, friendly and accepting.
- Develop a repertoire of questions. Ask open-ended questions.
- Listen actively. Eliminate distractions and interruptions. Be encouraging and easy to talk to.
- Show respect for each applicant. Leave each feeling good. Be tactful. Project a favourable impression of your organisation.
- Treat people the way you would want to be treated. Beware of asking directly personal or sensitive questions that might violate the applicants’ human rights.
- Check references thoroughly. People who have worked with the applicant in previous situations can be a valuable source of information to complement your interview findings. The higher the better.
- Be very selective. Make staffing decisions your number one priority.
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