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How to write interview questions
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Expertini.Com Our International Job Board Websites United States: www.SearchAmericanJobs.Com Australia: www.SearchAustralianJobs.Com Canada: www.SearchCanadaJobs.Com
United Kingdom: www.SearchLondonJobs.Co.UK Europe: www.SearchEuropeanJobs.Com Global: www.SearchWorldJobs.Com
How to write interview questions Measures 1. Start with one end open to question. These questions cannot be answered in "Yes" or "no" and generally do not have right or wrong answers. The basic qualifications of the candidate can be found out with these types of questions and you can have an idea as to what should be asked next. Here are some examples of open ended questions: "Tell me a little bit about your experience." "Which was your most rewarding job and why?" "Why do you think you are qualified for this job?" Have you done digital editing before?" The answer can be a "Yes" or a "no" and hence this is not an open ended question. 2. Verify the candidate's claims. Does he / she really know what he / she is talking about? For example, if a candidate says “A major system implementation project was successful when I was with my last company." Then you can ask, "What were the key activities you were engaged in when you were involved in the project's success?" If the candidate says, "I did automatic testing for three years," ask "Can you name some tools you used?” Phrase questions in such a way that the candidate understands every bit of it and answers in detail. 3. Get the basic qualification of your candidate. Now it's time to really get to know your candidate's basic qualifications. You can ask them to define a specific term, a specific process, or interpretation of certain technology and what not. The goal is to work out if your candidate has the basic ability to perform his primary duty and attract a specialty. 4. Differentiate between the candidates. Otherwise, you will not know if he/she has qualified for the job. If your candidate has been successful in answering your basic questions, you can switch to a little higher level. Ask the candidates to solve a problem. See if they know the answers. If they know, this shows their resourcefulness and problem solving skills. If they do not know the answer, see what do they do? Do they give up easily? Or do they try to get help? 5. Test their soft skills. You are not yet finished! There is more fun stuff to follow. These were the “Hard Skills” required to do the job and the expertise in performing the work is proved. What about his / her personality, dedication, loyalty, communication skills, etc. known as "soft skills"? It's time to ask. You need not tell them a long story about this. Give them a situation and ask them to find a solution for this. Here is an example: "Your boss is telling you to buy a tool but you know there are better tools out there ... What would you do?" 6. Find out if the candidate is worthy of yourself and your company. Now it is time to ask a few questions which would give you the most important answers about the candidate’s reason behind this job. Is it "stability", "development" or "high salary"?. Whatever it is, find out. Ask
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Expertini.Com Our International Job Board Websites United States: www.SearchAmericanJobs.Com Australia: www.SearchAustralianJobs.Com Canada: www.SearchCanadaJobs.Com
United Kingdom: www.SearchLondonJobs.Co.UK Europe: www.SearchEuropeanJobs.Com Global: www.SearchWorldJobs.Com
him/her “Where do you see yourself in another 5 years?” Is there anything that you might not like about your job?" 7. Interview is then concluded. One way to do this is to say, "OK, Mr. or Miss. so and so, these were all my questions for you. “Is there anything else you would want to tell me?” 8. Thank the candidate for their time for the interview and do not tell them anything about their performance even if they ask. In general just say: "We have quite a very few candidates for this position and we will let you know the result soon." You have to buy time for yourself. Review • An interview should be between 15 to 20 minutes. So do not load heaps of questions on the candidate. Usually 7-8 questions are fine and if the candidate tries to talk too much, cut him off politely by simply saying, "Thank you very nice." And then ask the next question. • Be fine with silence. If you ask a question and the candidate is struggling with answers, sit tight and wait. We all want to move on because silence is uncomfortable. In an interview, you need to get used to it. . During the interview, building a proper rapport with your candidate is not necessary. Be consistent and act with authority. Do not try to befriend the candidate. We wish you a bright future!
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