<p align="justify">Today, the recruitment process is considered essential in attaining success from a business standpoint. In fact, professional recruiters from agencies and companies all over the world scout for qualified professionals, in order to add value to their businesses. This aspect is crucial, and the recruiter has the responsibility to choose “the right person for the right place at the right time.” However, finding the perfect employee is not easy at all. Interviewers have to analyse many aspects, such as the candidate’s academic background, professional experience, qualifications and specifications for the job, as well as their personality features. Given below are some techniques that can be used to hire the best employee. It will help you adapt to different situations and identify some of the main qualities you are looking for.</p>
<h2 align="justify"><strong><br />
The Practical Interview</strong></h2>
<p align="justify">This type of approach is based on one single purpose, to test the candidate’s skills and their ability to turn knowledge into practice. This process is mostly used to test the technical knowledge of engineers or programmers. Under this approach, the candidate is basically asked to solve a practical problem. The success is determined by the candidate’s capacity to resolve it correctly. This type of interview is very useful in the hiring process as it evaluates the candidate’s efficacy and problem-solving ability, as well as their suitability for the position.<br /><img src="https://haznos.org/wp-content/uploads/2015/06/Different-Ways-To-Find-The-Ideal-Employee.jpg" alt="Different Ways To Find The Ideal Employee" width="477" height="388" class="aligncenter size-full wp-image-9346" /></p>
<h2 align="justify"><strong>The Informational Interview</strong></h2>
<p align="justify">This is a completely different technique compared to the practical interview. It is largely used when the interviewer wants to know more about the candidate’s personality, character, accomplishments and future ambitions. The most important aspect to follow is to create a positive atmosphere for the candidate. This is decisive in giving an idea of the candidate’s disposition, as they will feel more comfortable and more willing to share personal interests and other details.</p>
<h2 align="justify"><strong>The “Stressful” Interview </strong></h2>
<p align="justify">This is a very unique approach, whereby the objective is to see if the candidate is capable of handling stressful situations and adapting to the company’s professional environment. However, this level of knowledge about the candidate depends essentially on the recruiter’s attitude and conduction of the interview. Almost everything can be used to test the candidate. The interviewer must adopt a cold approach, not establishing any kind of “friendly” connection with the interviewee. The list of techniques to execute this kind of interview includes, long waits, cold stares and lengthy silences as the best way to evaluate the candidate.</p>
<h2 align="justify"><strong>The Behavioral Interview</strong></h2>
<p align="justify">This approach is based on the primacy given to certain aspects considered crucial to a successful performance in the company. Naturally, this means that the questions of the interview are related to those topics. The most common examples are questions about leadership skills, job responsibilities and the capacity of working as a team member.</p>
<p align="justify">The importance of choosing the most adequate type of interview is vital in making a difference to your company. Moreover, it will help in developing a solid process of recruitment. That is the best way to avoid potential mistakes and make the best decisions regarding your new employee.</p>
<p align="justify">Ian MacGregor has had over a decade of experience in the field of recruitment. He recommends hiring expert recruitment services such as http://www.xpressrecruitment.com/to land the ideal job.</p>