A well-prepared and executed interview is critical in helping you identify the best candidate for a position. Make sure the process is open and consistent for all candidates.
Plan your questions
Plan questions so they relate directly to the selection criteria and practise on current staff to ensure they are valid. Here are some other points to remember:
- Select an interview panel with people from different areas of the business.
- Choose a comfortable interview room with a seating arrangement that does not intimidate the candidate.
- Let the applicant know how long the interview may take, do not rush and avoid interruptions.
- Use standard questions for each applicant as structured interviews work best.
- Consider providing questions prior to the interview and always take notes.
- Use an evaluation form to check candidates against the selection criteria.
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During an interview
Always let the applicant do most of the talking. Maintain appropriate eye contact and ask open questions that demand more than 'yes' or 'no' answers.
Make sure you paint an honest picture of the conditions on offer and make clear your expectations.
At the end of the interview give the applicant the opportunity to ask questions about the job.
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Things to avoid
It is illegal to discriminate against candidates. Avoid asking questions about:
- race or ethnic origin
- criminal record - unless a police check is a requirement
- marital status
- gender
- pregnancy
- disability - when unrelated to doing the job
- sexual preference
- union membership.
Finally, avoid making snap decisions based on irrelevant information. Always stick to your selection criteria.
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