Effective Interviewing

One of the steps in the recruitment process that often gets overlooked is the interview. There is a lot of information for applicants on effective interviewing techniques, but we often forget the people in the business who have been allocated the task of interviewing. If you are not a professional interviewer or have had limited exposure to interviewing, the chances are you will be nervous about the process. 

An interview is a vital part of the recruitment process and below are a few tips to help you along the journey:

1.       Review the job responsibilities, the applicants resume and set up an interview proforma. This may sound like a no-brainer but by preparing your interview questions and reviewing the job responsibilities and resume, you’re showing the candidate that you’ve taken the time to ensure a productive interview.

2.       Relax the applicant – Most of the time, the applicant is very nervous coming into the interview. Help them relax and make the process feel like a conversation. Break the ice by asking the candidate some general questions that will help the candidate relax and encourage them to speak freely about their accomplishments and qualifications.

3.       Outline the interview structure for the applicant. Providing this structure early on sets up the parameters of the interview, keeps you both focused, and gives the candidate an idea of what to expect. You should also begin with a brief overview of the company and the job as this is an opportunity for the candidate to determine if they would be happy working in your business. It goes both ways!

4.       Include behavioural based questions. These are a good way to determine the candidate’s fit for your team and your organisation and whether they align with your core values. Better fit results in higher productivity and retention.

5.       Don’t talk too much. Hiring managers should only talk about 30 percent of the time. Allow candidates time to describe their skills and qualifications during the interview. Trying to fill silent parts of the interview is a classic mistake that happens all of the time – interviewers ask a question and when the candidate is not immediately forthcoming, they try to fill the space with words/suggestions and in doing so quite often give an indication to the candidate of how the question could be answered.

6.       Follow up – respect the candidate has taken the time to attend the interview (and hopefully prepared for it) so show them that same respect by getting back to them as soon as possible.

Taking the time to prepare as an interviewer will give the candidate a good impression of the professionalism in your business and allow you to make a better and more informed decision of whether that candidate will add value to your business. Good luck!