The interview is still a determinative part of the recruiting process and nowadays most of the candidates are well trained to demonstrate the behavior expected by their would be employers during an  interview.

Essential changes

• The candidates are well prepared, so the companies have to acquire higher interviewing skills to get real, valuable information about the future employees.
  Job changes have become more frequent, employees become practised in interviewing, and there are several bestsellers claiming to tell you all the secrets how to get the desired job. In an informal conversation between friends the following sentences can be heard very often:  "...and then they asked me the well-known question: What are your strengths and weaknesses ..., but of course I knew exactly what they wanted to hear!"
  
  
• The candidates themselves test the organization as well. It is becoming more and more usual that valuable workforce  let companies compete for them. They have higher self-esteem, they know what they want and they are aware of their own value on the workforce market.
  
  
• Internet allows remote working, which means that you might  not meet the candidates in person. It often happens that you have to run a telephone interview or - in the future - a videoconference, a  net-meeting. These new technologies require new abilities and skills from everybody.
  
  
• The competency based HR systems have an impact on the interviewing process as well. Competency-based hiring expectations are becoming more widespread all over the world. It means that during the interview the candidate has  to demonstrate the proper skills and competence.
  
  
• Another important change is direct acquisition, which means you want to convince a employee with outstanding skills to leave his/her original company and join yours. In these cases the content of the interview can differ significantly from a traditional interview.
  
  

What you can do for success?

Preparation 

1. Define your expectations precisely
   The easiest way to define who would really meet your expectations is to analyze the behavior of your most successful employee. You have to observe what he/she does differently from the others,his/her personality type, what kind of skills and abilities he or she has. These are the success factors. You may discover a list of advantageous behavioural patterns, but you have to select the ones that have an immediate impact on performance. Using this method you will be able to select future employees more effectively.
   
   
2. Make a list of questions!
   Think about questions that give you the information you need. Use "high gain" questions that make the candidate think and force her/ him to  evaluate and to analyze their opinion, emotion and values. This technique can prevent the candidate from giving a routine  or superficial answer.
   Example: Instead of asking: "To what extent  are you familiar with the new Office 2007?" ask: "What are the three changes in the new Office 2007 that are the most difficult to get used to ?
   
   Vide: Downloads
   
   
3. Choose a silent, comfortable room for the interview!
   Send an invitation at least two weeks before the interview; specify the date and venue.
   Book a silent meeting room, without a telephone or other possible background noise. Make sure no team mates will pop in during the interview.The room should have natural lighting, fresh air and comfortable chairs. you are not supposed to sit opposite the interviewee. Create a friendly, open atmosphere.