How to Take Interview for Temporary Job

The interview process for a temporary job is in many ways similar to the interview procedure that is followed for a full-time or permanent job position. This is so because most job positions come with responsibilities that almost remain the same both in the temporary and permanent phases. So, as an interviewer conducting interview sessions for short-term positions, you’ll expect the job applicants to possess the same virtues (professionalism, having the relevant skills and work experience) as candidates for long-term or permanent positions. However, since a candidate appearing in an interview for a temporary job is not expected to make long-term pledges or commitments, there will be some marked differences in the manner you conduct an interview for a short-term position vis-a-vis an interview for a long term position.

Getting Ready For the Interview

Steering an interview to recruit the most fitting candidate for a temporary position requires you to undergo a lot of preparation well in advance.  Before you can get started, go through the applicant’s CV thoroughly to evaluate whether he or she has the skill-set and the requisite work experience for a provisional position. You should also make a questionnaire that’ll be pertinent for an impermanent job.

Despite the fact that the ultimate authority to recruit the candidate rests with you, bear in mind that the job applicant will also be making a mental assessment about you and about your organization. In other words, while you’re taking the interview, the candidate is constantly evaluating whether he or she’ll be ultimately interested to work with your establishment. So it goes without saying you too as an interviewer need to make a good first impression.

The candidate might be feeling edgy for different reasons. He may strongly feel that he’s not prepared for the interview. Or the fact that he’ll have to start looking for a job all over again (after the expiry of the term of the short-term position) could be making him nervous. You’ll be making a good impression on the candidate if you take the initiative in greeting him and making him feel relaxed.


The Interview Process

Before you can start asking the questions, it’ll be better on your part if you can give a fair idea on how the interview will be carried out. This’ll not only put the job applicant at ease but also give you leverage over the interview schedule. Begin the interview by giving a short synopsis about your company, your unit or department, your job profile and the responsibilities attached with the temporary position.

Ask questions about the candidate’s past work experience and how the same will be crucial for the short-term position. The questions that you ask (regarding his professional experience) should help to you establish whether the candidate is under-qualified or over-qualified for the position. Then again, you should be able to evaluate whether the candidate has the relevant industry exposure.

For instance, if you’re hiring candidates for temporary sales positions in the hospitality or retail sector (during holiday season), then you should be able to ascertain whether the candidate is experienced enough in providing stellar customer service during rush hours. You should be able to judge through your questions if the candidate will be quickly able to acclimatize to the work environment and learn to take up new responsibilities required for the impermanent position.

Following are some of the questions that an interviewer usually asks a candidate applying for a temporary position:-

Q.What made you apply for a short-term job?
Q.Do you have the relevant skills required for this temporary position?
Q.Will you be able to execute the responsibilities associated with this impermanent position?
Q.Are you willing to take up the position knowing fully well that you’ll have to start looking for a new job after some time?


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