It becomes necessary to pay minute attention to every aspect of interview planning. Each stage of the recruitment process; right from the first step of placing advertisements to announce the vacancy for a position to offering the post to the selected candidate; must be carefully planned and implemented.
Assessing the Requirements for the Job :
The first step to any recruitment is to assess the very job that is being offered to the job seekers. Prioritize on the responsibilities, technical and technological proficiencies and other competencies that need to be fulfilled by the candidate. Mention these aspects clearly in the job profile. This way you can eliminate a lot of applications that do not fit the requirement.
Resume Reviews :
It is a cumbersome task to review each and every resume that comes your way. However, considering the prominence of the post, it is best to screen each resume with equal attention and care. Naturally, no company wants to loose a potential candidate who will be an asset to them in the future.
A resume is almost a mirror image of the applicants that provides all the professional information that you may require. From resumes, hiring managers screen candidates for interview.
Phone Interviews :
Once candidates are short listed on the basis of their resume, recruiters should move on to the next step of the recruitment process, that is, phone interviewing. Phone interview is the first formal interview that takes place between the company and the job seeker.
At this stage, a few basic enquiries are made by the company to verify the details mentioned in resumes. Similarly, companies provide a small hint about the job and its aspects. This step further cuts down on the number of candidates eligible for the given post.
Meanwhile, it is important to treat phone interviews with care, as missing out on a seemingly insignificant detail may mean letting go of a promising candidate.
First Interview :
As soon as the screening interviews are cleared, candidates are requested to appear for the first round of interviews. For a position in executive management, tough, nerve-racking interviews are constructed in order to make only the best candidates stand out.
Interviewing questions are known to range in between educational qualifications to a vast discussion about previous performances and experiences to a peek into future productivity.
Second Interview :
Second interviews for executive management are more intensive sessions wherein personal skills are emphasized on a lot. Second interviews should clarify any doubts that the company may have regarding the applicant or vice versa. Second interview is a good opportunity for the employers as well as for candidates to assess each other and determine if they will be mutually beneficial in the long run.
Third Interview :
Ideally, the outcome of interviews should be clear after the second interview. But again, since a senior executive manager shoulders onerous tasks and responsibilities, candidates may be called once again to discuss the employment opportunity.
These are the techniques that are generally adopted by many companies while recruiting for significant posts.