How to write an interview script: step by step

Many people have difficulty developing this step in the selection process. The good news is that it is simpler than it looks.

There is no secret formula: just study the theory and practice in your company.

However, don’t wait to get good in the subject to train, because only with a lot of execution will we identify the obstacles to improve ourselves more and more.

  1. Start the conversation

The first step to being successful in an interview is to “break the ice”. In the beginning, the candidate is still quite nervous and may not answer questions the way you would like.

So, ask light questions that don’t make candidates uncomfortable. The way out is to ask him to talk about his latest favorite trips, his achievements, and his personal tastes.

On the other hand, as a recruiter, you can introduce the company and explain what the organization expects from the candidate.

At this point, remember to talk about your organization’s culture, the work style of your employees, and what benefits they will have by joining your team.

  1. Ask the right questions

We know how difficult it is to find the ideal candidate for your company.

Perhaps, the reason for this problem could be the way you develop the questions during the interview.

Therefore, try to talk to those responsible for the vacancies to find out what are the essential characteristics to succeed in the chosen profession.

If possible, talk to the employee who stands out the most on the team to identify similar skills in candidates.

The curriculum should be your greatest ally. Analyze the information that the candidate has put in and select a few points for him to argue in more depth.

Highlight issues related to training courses, job responsibilities, and previous projects.

Here, an important warning is worth: do not ask questions of an intimate nature, such as sexual orientation. Often, the candidate does not like this type of situation and loses confidence in the company.

Best questions for a job interview

Still, lost? See the types of questions you can ask candidates when conducting a job interview.

Why did you choose this profession?

What was the most difficult situation to resolve and what did you do to deal with it?

What are your biggest flaws and what do you try to do to improve them?

Describe a situation where you had a major problem internally or with a customer. Tell me what you did to deal with this challenge.

What was the goal you were most proud of achieving?

What demotivates you most at work?

Why do you want to work with our team?

What do you know about our company?

What are your plans for the future?

One way to make the interview more dynamic is to create challenges. Imagine some situation that occurs frequently in your company and ask the candidate to put himself in the decision maker’s shoes.

Evaluate your answer and see how it can influence the success of your team or your client. So you can check if he has the job profile.

  1. Let the candidate speak

The secret of the interview script is to make the candidate comfortable to express their opinions. Use that old formula: 80% listen and 20% ask questions.

Any blockage may prevent you from collecting important information that will help you in your analysis.

Pay attention to every detail and, as soon as you have the opportunity, take advantage of his opinion on a certain subject and ask a new question.

For example, if the candidate says he knows how to work in a team, the recruiter can seek more information about this by asking about group projects he has participated in.

  1. End with humility

We can never forget that the interview is a dialogue. Therefore, in the same way, that you had the opportunity to ask several questions, it is important to provide a space for the candidate to ask questions about the position.

If he asks about assignments, tasks, and salaries, be very honest. The job market is very small and any step you take your company’s name will be tarnished among professionals in the field.

Building a workforce with great capacity and a suitable profile is a challenge for all recruiters.

Due to this factor, selection processes are reinventing themselves with new technologies or dynamics.

Only when all the steps are structured is it possible to achieve great results. For this to happen, it is essential to ask the right questions and have a good script to guide you during the dialogue.

Use this post as a guide to assist you in the next selection process. Save the link in your favorites and return whenever you need to put together a new interview script.

That way, you will be more and more prepared to get your hands dirty.

If you have any questions about it, be sure to share them with us in the comments below.

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