How to make the selection of your personnel even more appealing: 8 tips for structured job interviews

Recently, we already have 8 tips for better and, above all, more efficient job interviews given. Due to the high demand, we want to go a bit further in detail now and show you how to structure your application discussions ideally and which questions you should ask absolutely.

Recruiting is carved in stone

If there is a vacant position to fill, the procedure is in most Companys As if carved in stone: advertisements are being placed, applications are coming in - and then a series of personal conversations are being held.

The crux of the matter: the interview has been proven to be the weakest instrument in personnel selection! Nevertheless, almost no aspirant can do without it Job Interview to his new post. Find out how to ideally structure your conversations and which questions you should definitely ask in order to achieve a good degree of standardization and comparability.

Structure instead of abdominal feeling

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There are eight important ones Regulate presented, which are to be considered in a professional interview. About rule number 2,"Structure hilft"? This was: “A key help is a clean structure. Providing (provided we stick to it), it is of great help in not allowing extreme differences in the way interviews are conducted. ”

Easier said than done, because people are creatures of habit and tend to buy from the gut decide. Therefore, I would now like to present you with a basic guide that contains specifically formulated questions that you can ask applicants in your interviews.

No.1: Start of conversation

Most Candidate will be more or less nervous at the beginning. In order to relieve some of the tension, you should design a contact phase: So greet the applicant, introduce the interviewers who are present and explain roughly how the interview will go. Before you start with your specific questions, you can also ask the applicant to say something about himself, his Curriculum vitae or to tell about his previous professional development. A little tip: be sure to take notes here! Perhaps you notice an aspect that you would like to deepen later by asking specific questions.

No. 2: Personal situation of applicant

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Ask the applicant to briefly describe his / her life and education / career path. Here are the following questions:

• What had the biggest impact on your career choice?
• Did you complete internships? In which companies and on whose initiative?
• What professional activities did you pursue so far after your training?
• Tasks and tasks
• Responsibilities, competences
• Length of activity
• Promotions
• Special tasks
• Training activities
• Who or what had the greatest impact on your professional development?
• What did you learn during the individual stages of your professional life that you still benefit from today?
• If you could, what would you do differently today?

No.3: Current Position / New Position

Now it goes to the Eingemachte: Why has the potential new coworker applied for the job advertised? Does it fit into the past job or do you want to face new challenges? With these questions, you will find out:

• Please describe a typical day sequence in your last position.
• What will you miss about your job at your current employer?
• Why do you want to change now?
• What did you read out of our ad, and what do you expect from the job?
• What are your goals for your new position?

No. 4: Personal

Of course, in an interview, we can't get a complete picture of the person sitting across from us. With a few specific questions, however, you can find out a lot and check whether the candidate is ins Team fits and is suitable for the vacant position. The following questions are ideal:

• If you had to describe yourself to someone who does not know you, how and with what terms would you describe yourself?
• What are your strengths compared to others?
• How do you come to this impression, in which working situations did this show itself?
• Do you call personal optimization areas, areas in which you still want to work on yourself, want to improve yourself?

No. 5: Work behavior

In addition to the previous area of ​​responsibility, it is of course crucial to get an idea of ​​the work behavior of the Candidates close. In many cases, a day of trial work is arranged for this - but if you ask the right questions, you will get a good impression of the applicant's resilience, his diligence and his usual way of working.

• Were there situations in which you had to make decisions that had a great impact on you personally?
• Please describe your approach in the case of tasks to be dealt with in writing?
• What routine work is there in your current job and how do you deal with it?
• What is important to you about your work environment?
• How would you describe your work style?
• If there are work-related problems, work-related bottlenecks in your job, what are the reasons for this?

No. 6: Performance

Highly motivated, committed and always ready, 100% Performance to bring: This is what the dream employee of every employer looks like. Especially when you're in a stressful Business are active, it is crucial for you to assess the willingness to perform of the candidates in the job interview tap off. The following questions will help you:

• Which situations are stressful for you?
• What do you do to relax?
• What motivates you to bring performance?
• What are your personal goals for the current year?
• What do you do to achieve these goals?
• What are your career plans in the short, medium and long term?

No. 7: Information about the candidate, company, task and position

After the candidate has given you a comprehensive impression of his person, it's your turn to inform him about your company and the position to be filled. Attention: Please never before, because you pass on a lot of crucial information from which experienced candidates can read very well what you would like to hear!

No. 8: End of call

Not only do you have enough time for the job interview, but you also plan the end of the interview and the farewell in advance:

• Please check if all questions are correct.
• Conclude the conversation once again in its essential points.
• Tell the candidate what the next steps in the selection process are and when he / she can expect another / concrete message from you.
• Thank you for the interview and say goodbye.

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