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How To Make an Interview Script – The job interview is something that still leaves a lot of extremely nervous candidates and also some HR professionals. What should be said, what questions should be asked, and even the clothing to be worn are doubts that lie on both the interviewee and the interviewer’s side.

How To Make an Interview Script

 

How To Make an Interview Script

Steps to follow:

  1. The job interview is a chance for the candidate to speak their experiences, a little more of himself and how he could add values to the company. In addition, it is a way for the company to look for the ideal candidate for it. Following an interview, the script is a way to optimize the information that must be said and answered by both parties.
  2. Presentation
    In this first step, it is important that the recruiter presents the company, in addition to explaining what he expects of the candidate for a certain vacancy. It is also important that the candidate feels comfortable, not in an environment where the recruiter is in a position of superiority. This impedes the smooth progress of the interview.
    For the candidate: a good presentation is essential. Be energetic and polite. Do not talk about your resume or anything else. You will have your speaking space.
    For the interviewer: Introduce yourself and present the company, in order to situate the candidate of his values and requirements.
  3. Along with the specifications desired by the company, comes the questions to the candidate, to see if it fits the requirements.
    For the candidate: avoid evasive responses such as “maybe” and “it depends”. This step is the chance for you to “sell your fish,” showing that you have the skills to ake the job.
    For the interviewer: With the help of the curriculum, check the information placed on it and ask any doubts about it. Also ask about details of past experiences, job responsibilities, projects and training courses. Do not ask very intimate and open questions for any kind of problem, such as a discriminatory tone or even something more serious.
  4. Candidate space
    This is the time for the job candidate to talk a little about himself, and also about previous experiences and skills that have not been asked by the interviewer. It is important to speak only what is necessary and relevant.
    For the candidate: Do not sabotage yourself. Do not talk about your faults, your personal problems, or your difficulty getting up early. But beware of the opposite extreme: do not praise yourself too much; this shows arrogance and can be interpreted as ill-will in learning new things.
    For the interviewer: let the candidate speak at this time, but if there is any question, ask subtly. For example, if the candidate says “am very dynamic,” is it worth the recruiter to ask, for example, “dynamic?”. This makes it clear that the candidate needs to explain this quality better, with examples from previous positions or even interpersonal skills.
  5. Positive and negative points
    In this part of most interviews, the candidate should cite a positive and negative point in his personality.
    For the candidate: the positive and negative points must, necessarily, be related to their professional life, without personal appeals. Before the interview, do a research about the company, what the values are and what this has to do with your professional profile. When it comes to citing the bad points, never use the terms “perfectionist” or “anxious.” This is extremely beaten up, for they are defects that can be seen as qualities.
    For the interviewer: here you already have a good idea of the type of candidate you are interviewing. Through the behavior of the same during the interview, it is possible to see if that positive point is true and have an idea of what is the negative point. It’s more a place to check the candidate’s self-assessment ability, even if the recruiter already knows the answer.
  6. Exit from previous jobs
    This question may come up throughout the interview, especially if the candidate spent little time in other companies.
    For the candidate: here, all care is little. If the departure of the last company was for something serious, such as a personal disagreement with your boss, be ethical and say only “conflict of interest” or “need to expand professional horizons.” No one wants an employee who, as soon as he leaves a place, speaks ill of it.
    For the interviewer: this is a good time to evaluate the candidate’s ethics in their professional conduct. Not all job outlets are user-friendly, but what sets the type of professional desired is how it will give that answer. Whether he will arrange an elegant way out to explain this matter or whether he will blame the company and the boss, who never understand him, for example.
  7. Job Details
    Here is a more specific description of the position, such as tasks, assignments, values, and benefits. It may be that the interviewee should say if that proposal interests him.
    For the candidate: do not start crying the hurts of your bills to pay and how you need the job. You are not signing up for any charity program. What matters is always your qualification and possible contribution to the company.
    If there is a question about wage claims, be consistent. Do not devalue yourself, ask for a very low value, or overestimate your abilities, demanding a very high value. An internet survey on the salary floor of the post will give a good sense of values.
    For the interviewer: Be honest about the job. Say the paycheck, the real growth possibilities, and the workload. Do not fantasize about values and goals that are impossible to achieve. This creates an expectation in the candidate who will not be met and causes the company to hire someone who will soon become disillusioned with the job. It’s bad for both sides.
  8. Finalization
    Following this interview script, it is coming to an end. It is possible that the recruiter already has an idea whether or not this is the right candidate for the position.
    For the candidate: if there is any doubt or information that should be clarified, now is the time. But be careful: it is important to pay attention during the interview, so do not ask a question that has already been answered at the beginning of the interview or quote information that should have been said at another time.
    For the interviewer: Clearly, report on the turnaround time for a response. If there is not a certain day, give at least one mean. If the candidate interviewed definitely does not meet the necessary requirements, make it clear, but in a polite way. He need not be humiliated or hurt. If he insists, just say that other candidates have presented better skills and possible contributions to the company.
    Tip for the candidates: Before any interview, do a research about the company, its values, mission, vision, and culture. This can be a differential in saying “why do you consider yourself the best candidate to fill this vacancy?”

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