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About Kenneth Brown
Expertise
I can answer specific questions on resume and interview techniques, and my area of expertise is with graduates or people who are new to the job market. I would prefer to only answer questions from this group of people. It is easier to list the questions I cannot answer - such as 'How do I get a job' or 'Will you write my CV'. I can answer questions on interview techniques, NLP and body language, interview skills as well as give detailed CV advice. I do not write CVs, but can advise on specific issues relating to CVs. Please contact me - if I can help I will! It is great to help people entering the job market for the first time - simply because the world of employment is confusing and sometimes tough to get into! Some very simple techniques during interviews, and for writing CVs can really make a big difference to candidates. By utilizing these techniques, candidates can get their CVs noticed and their face remembered with very little effort!
Experience
I work in senior management and have interviewed 1000+ people, mostly graduates.
Organizations
I am a memebr of the ALUMNI at my University and regularly get requests for help and advice from students and graduates on everything from CVs to interviews.
Publications
I am published in the Journal of Biological Chemistry.
Education/Credentials
I am educated to MSc level and have taken part in and ran many courses in CV writing, and interview skills for both interviewer and interviewee.
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You are here: Experts > Jobs/Careers > Job Searching: Canada > Interviewing Tips > interview tips and preparation
Expert: Kenneth Brown - 10/26/2009
Question
sir,i am working in a software company as business development,
i have been given an additional job for recruiting candidates
with drawing background knowing 2d animation
1.how to do the interview to select a suitable candidates?
2.what are the steps in selecting the candidates?
Answer
Dear Kaniyoor,
I hope you are well this evening. Thank you for your questions.
I will answer number 2 first.
To select candidates you must first of all decide how you will select candidates. Will you use a recruitment agency, word of mouth or recommendations, an advert in the paper? If you do not have an HR department to do this for you, you should make sure you know exactly what you are looking for in terms of essential qualities and desirables. Put this in your job description then advertise it.
Next you should receive from candidates either CVs or an application form if you send these out. You should review these to ensure that they meet the criteria you have looked for. Shortlist your candidates by selecting only those that fit your criteria exactly, and if they all do, then by which you feel from what they write would be ideal in the position.
You should then notify each shortlisted candidate by post and/or email the date and time of the interview and who will be attending (i.e. if it is a panel interview or just you, or you and a colleague).
For the interview, I would recommend a two stage process if you have the budget and time to do this. I always think that a two stage process is preferable, as it means you can have a meet and greet to begin with, and in the second stage you can really probe the candidates.
The first interview should be short and should give you an initial impression of your candidates. Ask them questions about their CV, confirm that they are keen and have done their research, and generally assess their suitability as a member of your team. Remember, you must make sure that they are right for you, and this does not just limit you to choosing the most qualified person. Sometimes less qualified people fit better into a team! Do not offer second interviews for any candidate you do not find suitable. For example, if you take 10 to first interview, you should be able to narrow these down to four.
The second interview should be competency based. This will help you understand the experience and ability of each applicant. Ask questions on their motivation, skill level and situations which they have been in the past which has developed their experience. You should tell candidates before that this will be competency based so they can prepare properly.
From this, you should identify the two most suitable candidates. If you do not, then go back to the original shortlist and ask any candidates who were close to getting a second round interview back again.
I hope this helps Kaniyoor. Please do not hesitate to get back to me if you need further help.
Best Wishes,
Ken
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