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What Are Ten Best Practices For Preparing For An Interview?

1620 Words7 Pages

Introduction
Preparing for an interview in which candidates are selected for a managerial position at a marketing firm requires a review before gathering as much relevant information from each candidate as possible. The following examines five critical questions to ask each candidate, carefully designed to draw both the answer and the hidden data or the manner in which the question is answered. Additionally, ten best practices for hiring will be discussed in hopes that the best candidate is chosen. Some questions are asked of the candidate during their interview; however, a few specific issues will be emphasized. The first of which is a matter that asks why an applicant believes they can perform well in this job they are applying. The purpose …show more content…

Some actual best practices when hiring are looking for applicants with a broad spectrum of knowledge in addition to what a company needs, treating the candidate in a natural manner as an employee, and being fair and honest about what is and is not important in the line of work. These questions represent the paramount considerations such as an emphasis on overall knowledge that is not narrow-minded since overall experience breeds growth and even things like future job retention for the applicant (Berson & Stieglitz, 2013). Being honest about what is or is not important when it comes to hiring new applicants is essential when attempting to get a realistic feel for the skills and abilities of the prospective agent. If an inappropriate emphasis is placed on recruiting agents, they might effectively value the wrong type of applicant (Berson & Stieglitz, 2013). Checking personal references, attempting to hire internally, and performing background checks once jobs have been offered if legislation permits are additional practices to adhere. Checking references and performing background checks, when the legal precedent does exist, is essential to protecting the firm against negligent hiring practices, in addition ensuring all information the applicant supplies is accurate (Leach & Hayden, 2012). The assumption is not that the candidate is lying or withholding information, but rather a deeper look into the applicant’s job history and, on occasion, relevant personal history such as will criminal activity. As a caveat to this, some of the information gathered should not be used as the standard for decisions, nonetheless rather supplemental guides. Hiring from within an organization is also a decent practice as it has benefited from the organization's network already established (Berson & Stieglitz,

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