Interviews are an integral part of the traditional recruitment process. This one-to-one contact can provide an in-depth impression of how a candidate will perform in the proposed position. Good interviewing is a combination of preparation, suitable questioning and listening. It is becoming increasingly important for the interview to be a two-way sales process, as quality candidates are in high demand.
The variety of interview techniques and structures in current use reflects the variety of factors influencing employers when approaching interviews. Personal preferences, different objectives and past experience of the company all play a part in the techniques employed. Below is a brief checklist.
Think about the job specification. What specific skills are you looking for, what experience is essential and what is desirable? What are the main duties within the position, and what is the scope for career progression? What characteristics are you looking for? Outlining specific requirements will help define your questions, and uncover the relevant information.
Important, but also easily overlooked, when time is at a premium. From the applicant's written details, you can highlight strengths and weaknesses. The CV may also emphasise any gaps or issues that need to be addressed. From this, you can decide on additional areas to probe. You may also want to discover more about the companies that the applicant has worked for, and their role within them.
Be prepared for questions regarding the job description as well as the company itself. If you are assertive in your response, it will give the applicant greater confidence and trust in you, and present you in a professional light. After all, if this is the perfect applicant for your position, wouldn't you like them to have the best impression of you and the company?
To get the most out of the applicant, it's important to put him/her at ease. Choose a room where you won't be disturbed. If it’s to be held in your office, divert your calls and ensure no one interrupts. Imagine how distracting it will be for you and your applicant if the telephone is constantly ringing or if there's a knock at the door. An informal setting will also put candidates at ease. Two chairs at a low table are far less threatening than the barrier of a traditional desk.
Open – Who, what, where, when, how and why; questions that explore and gather a wide range of information.
Probing – Specific questions relating to details. Check information gained through open questions.
Closed – Look for the answer to single facts; again, used for probing.
Hypothetical – Asks 'How would you feel if...'. Leads the applicant to think on a wider scale. Gives a feel for how the applicant would react. However, do not take the answer literally, as the person may react differently in the actual event.
The applicant is not the only one being tested during the interview. It is critical that you make the best possible impression. Applicants form lasting opinions of your company from the interview. Shabby surroundings, a disorganised interviewer or constant disruptions all reflect badly on the company. To exude the desired image be organised, well presented and on time - reflect the efficiency you are looking for in your applicants.
Closing the interview leaves the person with their final impression of you. Invite the applicant to ask questions. He/she may need clarification on an issue or you may not have covered an area of particular interest. Explain what is to follow next – outline a timescale detailing when you expect to make a decision and when the applicant will be notified. Discuss the interview process: will there be a second or third interview, will there be a panel interview, should they expect any tests?
As soon as you finish the interview, make a quick summary of what you felt and thought, and note down any key points. Outline how you left things with the applicant. It's amazing how much you can forget if you don't do this, especially if you're interviewing more than one person in a day. This will help you when you make your comparisons for second interviews, or for that all-important job offer.