Recruitment services and human resources solutions Geneva, Lausanne

Preparation for the Interview Coordinate the interviews internally and pass the curriculum vitae to all people involved in the interview process Read the file carefully before commencing the interview Dress in accordance with company style (there shouldn't be a casual day if a candidate has to be interviewed) Make sure that each interviewer has a clear definition of the position to be filled
	Presentation Explain the company structure/mission, even though the candidate is supposed to brief himself prior to coming, this can help put him at ease Explain your own function within the company Define the roles of the different recruiters involved in the process, explaining which aspects they will be evaluating Explain the structure of the interview you are about to conduct
Content Put aside all other problems or projects as you enter the interview room. Concentrate on successfully completing your interview Despite all the courses you may have followed, and all the advice you may have received on how to conduct a good interview, don't forget to be yourself. The most important thing is to have obtained a maximum of useful information Get the candidate to talk....Don't interrupt him, listen to his replies from the first to the last word in the sentence! Take sufficient notes, but don't forget to exchange looks with your candidate.
	Follow-Up Having completed your interview and seen the candidate off, establish rapidly: - the list of skills brought by the candidate, and those which correspond to the position - the character match of the candidate compared to the company culture - your personal evaluation, therefore subjective, of whether you would like to work with the candidate Pass your different observations either orally or in writing to the person coordinating the recruitment If there are differences of opinion within the interviewing team, be prepared to defend your observations, whilst at the same time listen to your colleagues' views. A recruitment must be unanimous Don't forget to appoint the person responsible for relaying the group's decision to the candidate Don't forget to take references or request the intermediate party to do so Should the outcome be positive for the candidate, ensure that he/she receives all the necessary information on the social benefits offered by the company
Moral 60% to 70% of the recruitment will be based on the match between the candidate's personality and the company culture It is easier for a person to acquire knowledge than to change his manner of being