How to Evaluate the Candidate's Potential in the Interview?             

Effective interviews search or find out potentials, reveal strengths of the candidates. By this process we have to ensure that there is a fit with salary, compensation, personality, and verify qualifications, skills, and abilities. They are an essential part of the recruitment process.

We can describe this or summarize this in some points or we will understand this in some steps:

1.     Clarify Job Description and Required Skills

If you want to recruit the perfect person for a position, you need to have a really good description of the position. Don't get caught up with lots of bullet points, like "Office Experience," and "Computer Skills." A good description shouldn't over describe. It should focus on what is absolutely necessary for someone to be successful in the position.

2.     Ask Questions based on "Job Description"

Let’s understand this with an example, if you've determined that customer service skills are essential, you'll want to create questions related directly to that. How do they define customer service? What is the best customer service experience they've ever had? Review all your essentials in the description and build questions directly related to them. Major questions should be  based on Job Description.

3.     Note down your all questions before Interview

We always think that we can remember all of our interview questions, but the reality is that the greatest weakness of most interviewers is exposed when they try flying blind. Write down your questions, and be sure to give yourself enough blank space to jot down notes. Doing this in advance and using the same set of questions for each candidate will make the interview process flow much more smoothly. As an added bonus, sticking to the same basic documented script will also help you avoid any potential problems with job seekers who try to claim that they treated differentiate and We can judge right person by the same set of questions.

4.     Noting of points during an Interview

This is crucial if you're interviewing a number of candidates. It can be easy for them to become sort of a blur after you've done too many. Keep notes on each one, then type them up after the interview, and you'll not only have a reference that helps you keep candidates straight, but you'll be more likely to remember the details about them unaided. By doing this we can make our Job Simple and next step easy.

5. Collect Candidate’s Particular details and return to them.

People often Magnify /exaggerate or invent details to try to impress an interviewer. How can you cut through to the truth? By asking specific questions and following up. How many people did they oversee in their management position? What were their sales numbers last year? Get numbers, dates and other concrete details, then ask about them again later in the interview, or in subsequent interviews. People will almost never remember numbers they invented off the top of their head. They make no’s from their own.

6. Compensate them with fare Salary as per their Potential.

The simple way to do this is to directly ask what they're currently making, and what their expected salary is. If what you can offer is below what they currently make, or well below what they're expecting, this probably isn't a match. People almost never want to go down in salary from one job to another. And if they agree to a salary that's well below their expectations, they'll probably start looking for their next job the day after they start.

7. Probe with different questions about their last roles for 3 years.

Short-term roles, especially Job hoppers role can be a sign of problems. Ask questions about why they left. This can tell you a couple things. If they start complaining about colleagues and bosses, it's a red flag that they might be hard to get along with. Also, if they talk about issues they had that will be the same with the position you're offering, you know it's probably not a fit. For example, they left because they had to work weekends, and you'll need them to work weekends.

8. Listen them Properly.

When the candidate is nervous, as is usually the case, and you're feeling relaxed, it can be easy to take over the conversation and do too much of the talking. Remember, you're interviewing them. You should do some talking, and answer questions about the business, but listen carefully, pay attention to what they're saying, and keep the interview focused on the candidate. Taking notes will actually help with paying attention quite a bit.