What are the essential interview techniques a recruitment officer needs?

1 - recruitment officer must be fully aware of the job and the skills and experience required of the incumbent 2 - he has prepared questions and ready 3 - Do not impression from the first moment and wait until the end of the interview 4 - Do not bias during the interview because of affiliation or religion, affiliation or sex 5 - are not affected as one person in control the rest of the qualities 6 - Do not talk too much and listen good candidate 7 - Pay attention to the way the face expression and the way he sat candidate (body language) 8 - deferred decision after the end of the interview

Actually it differs from one recruiter to another, yet that's how I picture the whole process first of all, establishing facts and make quality judgments for recruitment, investigation or market research interviews also, prepare logistics ;suitable time and place All documents (selection criteria, research questions) Source and confirm interviewees Second, determine structure and questions with Open vs closed Inappropriate questions (leading, multifaceted, self-answered) Compliance with relevant legislation Behavioral questions Third, Build rapport Body language Greeting Small talk (caution in recruitment) Forth, outline structure and process by explaining the structure, purpose and expected length Time for interviewee's own questions Gain agreement to proceed Fifth,Encourage participation Use of silence – give the person space, time to think Let them do the talking Six, establish facts Seek specifics Explore inconsistencies Discreet note-taking Seventh, Control the interview Time management – cover all questions Manage sidetracks Ensure all goals are met Eight; be active listener Summarize and “play back” Helps check your comprehension Helps keep the interview on track, on time Nine; Make judgement Suspend first impressions Use all the interview information Avoid personal bias Gather additional information Ten;Wrap up Explain what will happen next (keep promises) Offer feedback Thank person

The Recruiter plays a key role in piquing the candidate's interest for any given position.
A excellent recruiter is an excellent salesperson.
How? - Inform & Excite the buyer: Here the buyer is the candidate.
Give the candidate a clear picture about the job.
Excite the candidate enough (without over promising) to make the candidate see a clear career path and the benefits of joining the organization.
- Qualify your Buyer: i.e.
Qualify your candidate.
For this you need to understand the candidate and the job role.
Review & understand the responsibilities, key objectives, challenges involved and the team/ company culture.
It will help you understand what to look for in a candidate.
Once you know what exactly you are looking for, it will help you understand the candidate better and probe better for details.
- Agree with the Buyer: Have an open discussion with the candidate.
Open the floor for questions and answer all questions & clarifications.
Make sure you both are in agreement with the role and all that it entails.
Remember, the candidate is also trying to assess whether you are his/her Employer of Choice! - Commit & Close: At the end of the interview, the recruiter should thank the candidate for his/her time and give the candidate a clear time frame for the outcome of the interview.
Be it a day, a week or 10 days, stick to the deadline you commit.
Always remember, even if you have decided not to select the candidate, let them know.
"Bad news is better than no news".
Always!

The recruitment officer should have strong communication skills, attention to details, and time management by: - A well read to the resume of the candidate will convey a message of interest, care and professionalism, as later you will be discussing it in details.
- A detailed job description for the required vacancy as it will help to emphasis on the needed criteria and technical sides and responsibilities they should look for during the interview.
- A prepared list of open questions that will indicate the character and attitude of the candidates from the way and the body language they will react.
- A careful listening to the answers and reactions and a mix of friendly and serious interaction with those answers.

IMO - the first and most important technique should be to help the candidate feel comfortable during the interview so he can make use of the interview to his full potential and even if he's not hired eventually, he would still have a good impression about the company.
Secondly - even though, its human nature but a recruitment officer should not rely on first impression of the candidates.
Every candidate should be given equal chance and opportunity to prove himself right for the job.
A candidate who doesn't sound confidence with his first few answers/gestures might pull of things in the last round of questions and someone who walks confidently into the interview area and answers first few basic questions very well might mess things up in the last few minutes of interview.
So, never rely on first impression of the candidate.
Third - A recruitment officer should be a good listener; should try to listen to response of candidates with patience and try not to interrupt him if candidate taking reasonable amount of time for their answer.
Fourth - Should be good at thinking/creating and asking situation/scenario-based questions.
Scenarios/situations that candidate might have come across during his previous job or may face during the job that he's being interviewed for.
All these mentioned above are only few of the must-have interview techniques that a Recruitment Officer should known about.
There are many others including: Taking notes during the interview, treating candidate with great respect, asking few open ended job-related questions even if the interview is supposed to consist of closed-ended questions only, greeting the candidate at the start and closing of interview, asking the candidate if he may have any questions or concerns about the company/job and addressing all those questions and concerns.