Economics/Business

Interview script/How to create/Practical Tips

Preparing a selection process is not an easy task, as hiring the right person depends precisely on this procedure. Therefore, it must be done intelligently and with well-established goals. To help in this mission, it is recommended that the HR professional create an interview script.

As experienced as the HR sector is, it is necessary to have tools to assist and guide the candidate selection process, because this is a task of great responsibility, which requires a lot of attention and analysis.

In this post, learn to create a script in a structured and coherent way. Check out!

What is an interview script

This is a guide to guided interviews . In this sense, the script is built through pre-defined questions that the recruiter uses as an agenda, to direct the conversation and gather standardized information from different candidates .

Therefore, having a script in hand at the time of the interview greatly facilitates the selection process and optimizes your time. Also, by structuring it well, hiring happens correctly, as, when the correct questions are asked, it is possible to identify and compare the candidates’ responses more clearly, which facilitates the choice of the professional who best fits the position offered.

Another advantage of applying this interview template is keeping the information organized . Generally, a selection process takes place with several people, so, in addition to helping you to make sure you don’t forget to ask all the questions, it helps to keep the answers sorted and with easy access for possible counterpoints.

How to create an interview script

Now, look at the steps to build your screenplay.

Planning

The first step in crafting an effective roadmap is to take the time to plan it . Then, list the characteristics of the vacancy and the functions that the new employee will perform, to find out what technical skills will be needed and which, perhaps, are not in the curriculum. 

Afterwards, identify which or which behavioral profile this professional should fit into. In addition to behavioral and technical skills, it is also important to understand what extracurricular experiences and knowledge you need to have.

After designing the ideal profile for the position in question, the HR professional must choose which methods he will use to proceed with the selection process and in how many stages they will be applied. The interview script alone will probably not be enough to meet a candidate. 

In this case, tools such as tests, dynamics and logical challenges are also very valuable and generate fruitful results. Therefore, it is worth putting together a calendar of activities to be carried out in each of the phases of the process.

A disadvantage of applying the interview guide is that it tends to limit the conversation around established questions. So, at this stage, the candidate doesn’t have much opportunity to go out of scope and say things other than what is being asked. 

Therefore, it is convenient to ask the candidate, at the end of the interview, if he has anything to add, so that this conversation is not so plastered and tied to the questionnaire. It is a way to resolve the limitation that, in a way, the script generates.

Questions that can be practiced

Preparing the questions is also a planning topic, however it is something that should be done after you have clearly established the scope of the vacancy and the desired candidate profile. 

Understand that the questions that will be applied must be directly aligned with the hiring objective , that is, every time you do a selection process, it is appropriate to adapt your interview script to the vacancy in question.

However, there are some general questions that are frequently used in this interview method. Here are some examples you can use:

  • What strengths do you consider to have?
  • What improvements do you understand you still need to make to yourself?
  • Tell us about a difficult situation you faced. How did you solve it?
  • What do you do in your spare time?
  • What are your short-term goals?
  • What made you choose this profession?
  • What motivates you most at work?

Practical Tips for a Successful Interview

Just as the planning and creation of an interview form must be adjusted and consistent with the employment opportunity offered, the application, that is, the moment of conversation between interviewer and interviewee, must be carefully prepared .

As we know, the less negative interference there is at that moment, the better it will be during the interview. So, get some practical tips on what to do to make this task as fruitful as possible.

Introduce yourself and give an overview of the company

The candidate will most likely have already had contact with you when the meeting was set, but it’s nice to introduce yourself in person—or on a video conference—and also talk a little about the company. 

Although many candidates are already moving forward in this knowledge, it may be that something is not clear or that he has some questions to clarify.

Prepare a pleasant and comfortable environment

It is common for people to get nervous during a job interview, so it is worth choosing a suitable place (when in person), without much movement or interruptions, so that the conversation can flow better and the nervousness is minimized.

Also, if the dialogue is going to happen online, just separate a place and a quiet time, when there will be no interruptions.

Make it clear what the company’s expectations are regarding the position 

The description of a vacancy is a very important point for any selection process. Therefore, when disclosing, the required activities and expectations must be clear. But it is possible that there is some specification that has not been mentioned or something else that would be interesting for that occupation. 

Therefore, it is essential to clarify what is expected from that professional , both technically and in the behavioral sphere. 

Always give feedback

One of the biggest complaints from job applicants is the lack of feedback from HR professionals about the process they participated in. Therefore, always give feedback to all those enrolled in your selection process. This gives your company a good reputation and shows that you care about that person.

As we have seen, when you have an interview script, you create a guide for the conversation with the candidates. Furthermore, with the questions already triggered, it is possible to focus on other important points to conduct an optimal selection process. 

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