How to conduct a working interview?
Jackie just posted – and had word spread through mouth – that she is going to hire an office staff for her news agency. Someone told her that Rose was a good pick. She reached out to Rose and interviewed her. After the interview, she seemed to be a good fit. She had a pleasing personality that could fit well with the culture of the company. She had a lot of accomplishments and awards as seen from her resume. Rose signed on the dotted line and got hired the next day.
Sadly, the story doesn't end there. Three months after, Rose told co-workers that she was unhappy with her job. Even if she got along well with Jackie and the team, she kept on grumbling about one thing. She didn't feel like she was learning …show more content…
He is paid without benefits in this regard. (The candidate is still not entitled to benefits as they are called probationary employees).
After this, he may get hired as a regular employee based on the result of his interview.
How to Conduct a Working Interview
1. Take note of your company’s work load.
Is the team working at a moderate pace? Can they tackle their current workload? Then, you can schedule your work interview. This way, you can increase the candidate’s workload as well as the pace as the hours pass by.
2. Let the candidate explore the job's functions.
Is he curious about what the job entails? Does he know his tasks, responsibilities, and workload if accepted? Let him explore his potential role. This way, you can gauge his abilities in relation to the job, and the candidate can do the same.
3. Assign an immediate supervisor to mentor your candidate.
This way, he will be able to feel more “relaxed” making him showcase his abilities sooner. Furthermore, this is a win-win situation. The candidate will be able to show his best – or worst – self in front of the immediate supervisor. On your part, you will be able to get immediate feedback from the immediate supervisor about the candidate being
Jackie just posted – and had word spread through mouth – that she is going to hire an office staff for her news agency. Someone told her that Rose was a good pick. She reached out to Rose and interviewed her. After the interview, she seemed to be a good fit. She had a pleasing personality that could fit well with the culture of the company. She had a lot of accomplishments and awards as seen from her resume. Rose signed on the dotted line and got hired the next day.
Sadly, the story doesn't end there. Three months after, Rose told co-workers that she was unhappy with her job. Even if she got along well with Jackie and the team, she kept on grumbling about one thing. She didn't feel like she was learning …show more content…
He is paid without benefits in this regard. (The candidate is still not entitled to benefits as they are called probationary employees).
After this, he may get hired as a regular employee based on the result of his interview.
How to Conduct a Working Interview
1. Take note of your company’s work load.
Is the team working at a moderate pace? Can they tackle their current workload? Then, you can schedule your work interview. This way, you can increase the candidate’s workload as well as the pace as the hours pass by.
2. Let the candidate explore the job's functions.
Is he curious about what the job entails? Does he know his tasks, responsibilities, and workload if accepted? Let him explore his potential role. This way, you can gauge his abilities in relation to the job, and the candidate can do the same.
3. Assign an immediate supervisor to mentor your candidate.
This way, he will be able to feel more “relaxed” making him showcase his abilities sooner. Furthermore, this is a win-win situation. The candidate will be able to show his best – or worst – self in front of the immediate supervisor. On your part, you will be able to get immediate feedback from the immediate supervisor about the candidate being