-
Forecast and plan your manpower requirements and clearly
communicate to the HR department;
-
Generate a clear, concise, concrete job description (not
just one generated by your HR department).
-
Include a list of the nuts-and-bolts items on which the company
can be flexible and those that are set in stone;
-
Identify the 4-5 key traits you need in the candidate. Write
them down and prepare yourself with the questions that you are supposed
to know from them;
-
Meet the candidate as per the scheduled time. Don’t
allow the candidate to wait for a long in the reception without
any genuine reason;
-
If there are any changes in the meeting time and venue, communicate
clearly to the candidate;
-
The interview is the opportunity to observe "soft skills"
like professionalism, communication, personal presentation and maturity.
Identify what soft skills are most important for success in the
position and address them during the interview.
-
Good candidates will ask about your personal short- and long-term
goals and those of your department/company. Be ready to respond;
-
Be open about telling a candidate what your concerns about
them might be;
-
Leave a note / impression on your observation about the different
candidates.
