Bob Gerberg Jr. is the manager of a well known recruiting and human resources managing company, and a well-respected professional in this area. While Bob Gerberg is the inventor of some great indirect recruiting techniques such as profiling a potential candidate from social networks and indirect sources, he is also aware about the importance of direct techniques such as the actual interview with the candidates. Here are the advices of Bob Gerberg Jr. for any HR officer that wants to determine the potential of a candidate correctly:
According to Bob Gerberg, asking the questions is one of the most difficult tasks of an officer. If he or she is able to form the best questions possible, the responses will be complete and sincere. Bob Gerberg Jr. says that the psychology of some candidates is strong enough to cheat even the most qualified officer. Especially those persons that are attending interviews just to “check the market” are able to give perfect answers to even the most difficult questions, although those questions are not honest. As the candidates must be judged by their answers, the reviewer must put the questions that will highlight the abilities, the aptitudes and the interest to obtain the respective job.
Bob Gerberg states the domains and questions that must be remembered for each interview. Those questions will give important information to the HR officer. Bob Gerberg Jr. starts any interview with the expressed purpose of establishing the relationship between the candidate and his colleagues at the current workplace. Strong relationship might indicate a team worker, and bad relationship might imply the tendency of the candidate to create conflicts within the collective, resulting in a bad atmosphere that is harmful for the team.
Bob Gerberg finishes and interview even from this stage if the candidate is temperamental, or if he has a tendentious attitude towards his current colleagues. The second phase of the interview tries to establish the relationship of the candidate with his bosses, and according to Bob Gerberg Jr., this is another important characteristic of the respective person. However, while the image is clear in the first case, Bob Gerberg states that a bad relationship with bosses might not be the fault of the candidate, and it is better to insist on those questions to establish if the candidate has the potential of having a good relationship with the potential boss at your company also.