• Create a relaxed interview setting. The interview setting should be quiet, comfortable, and free from distractions and interruptions.
• Welcome the candidate.
• Let the candidate do the talking. It is extremely important to listen and concentrate on what the applicant is saying. The applicant should carry 80 to 85 percent of the total conversation.
• Close on a proper note. After you have explored all performance factors, ask the candidate if he or she has any questions, needs clarification, or has anything to add.

SELECTION

Taking into account what you learned in the interview, the candidate's behavior during questioning, test results (if applicable), and information gathered during the reference check, select the candidate who has the qualifications to perform the duties of the position most effectively. After deciding on the starting salary and date you wish to offer, call the candidate and make the offer. Follow up with a written confirmation of the offer, acceptance, salary, title, starting date, etc. You should also notify the unsuccessful candidates, in writing, that they have not been selected for the position. Use neutral language, simply informing him or her that you are unable to make an offer at this time. If a candidate requests reason(s) for not being selected, be careful to cite only documented information related to his or her ability to perform the job satisfactorily.

DICTIONARY:

Incumbent: povinnosť (to urobiť)

To conduct: viesť

Pertinent: týkajúci sa

Proper: vlastný, poriadný, vhodný

To Infer: usudzovať

Morale: Morálka

Consequences: následky

Diversity: rôznosť, rozmanitosť

Assessing: Odhadovať, Oceňovať

Presented by: Ondrej Betka