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Manager needs to develop his or her interviewing skills.

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Every manager needs to develop his or her interviewing skills. The following discussion highlights the key behaviors associated with this skill. Steps in Practicing the Skill 1. Review the job description and job specification. Reviewing pertinent information about the job provides valuable information about how to assess the candidate. Furthermore, relevant job requirements help to eliminate interview bias. 2. Prepare a structured set of questions to ask all applicants for the job. By having a set of prepared questions, you ensure that the information you wish to elicit is attainable...

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Question Preview:

Every manager needs to develop his or her interviewing skills. The following discussion highlights the key behaviors associated with this skill. Steps in Practicing the Skill 1. Review the job description and job specification. Reviewing pertinent information about the job provides valuable information about how to assess the candidate. Furthermore, relevant job requirements help to eliminate interview bias. 2. Prepare a structured set of questions to ask all applicants for the job. By having a set of prepared questions, you ensure that the information you wish to elicit is attainable. Furthermore, if you ask all applicants similar questions, you’re better able to compare their answers against a common base. 3. Before meeting an applicant, review his or her application form and résumé. Doing so helps you to create a complete picture of the applicant in terms of what is represented on the résumé or application and what the job requires. You will also begin to identify areas to explore in the interview. That is, areas not clearly defined on the résumé or application but essential for the job will become a focal point of your discussion with the applicant. 4. Open the interview by putting the applicant at ease and by providing a brief preview of the topics to be discussed. Interviews are stressful for job applicants. By opening with small talk (e.g., the weather), you give the person time to adjust to the interview setting. By providing a preview of topics to come, you’re giving the applicant an agenda that helps the individual begin framing what he or she will say in response to your questions. 5. Ask your questions and listen carefully to the applicant’s answers. Select follow-up questions that naturally flow from the answers given. Focus on the responses as they relate to information you need to ensure that the applicant meets your job requirements. Any uncertainty you may still have requires a follow-up question to probe further for the information. 6. Close the interview by telling the applicant what’s going to happen next. Applicants are anxious about the status of your hiring decision. Be honest with the applicant regarding others who will be interviewed and the remaining steps in the hiring process. If you plan to make a decision in two weeks or so, let the individual know what you intend to do. In addition, tell the applicant how you will let him or her know about your decision. 7. Write your evaluation of the applicant while the interview is still fresh in your mind. Don’t wait until the end of your day, after interviewing several applicants, to write your analysis of each one. Memory can fail you. The sooner you complete your write-up after an interview, the better chance you have of accurately recording what occurred in the interview. Practicing the Skill Review and update your résumé. Then have several friends critique it who are employed in management-level positions or in management training programs. Ask them to explain their comments and make any changes to your résumé they think will improve it. Now inventory your interpersonal and technical skills and any practical experiences that do not show up in your résumé. Draft a set of leading questions you would like to be asked in an interview that would give you a chance to discuss the unique qualities and attributes you could bring to the job.

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The questions that might be asked in the interview by the interview board to judge the talents and skills of employees can be the followings:

• Strengths of the candidate.

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