You’ve short listed your candidates; you’ve three to five people to interview and it’s fast approaching!
Interviews can be daunting for both candidate and recruiter alike; but if the recruiter doesn’t conduct it properly it can lead to the breakdown of the entire process.
Our top tips should help you ensure the interview process goes well and you get the right person for the job.
Follow our pointers and you should make it easier for you and them:
- Outline what the process will be and introduce the panel
2. Give them some information on the organisation and the job at the outset – this will whet their appetite and spur interest
3. Explain the type of interview it is – e.g. competency based.
4. Give the candidate an idea of how many questions there will be and be encouraging throughout
5. Let them know you will be making notes so that you can refer to them after the interview
6. Ask some ice breaker questions to start – e.g. tell me about yourself. This will help them to get into their stride and help them get used to speaking to you
7. Remember – it’s a two way process and you are on interview as a potential employer. You don’t want to put them off so smile!
Plus bear this in mind throughout the interview: Don’t rely on first impressions.
We often form an impression of someone in the first 30 seconds of meeting them. While your first impression of a candidate may not be positive, remember that candidates are in a stressful situation and it can cause some people to behave differently than they would under normal circumstances.
Also remember to listen. Don’t speak more than is required – this is about them and their responses not you!
Do ask open-ended questions. The point of a job interview is to get the candidate to converse as much as possible, not simply check boxes.
Finally, take notes. During an interview it is important that the recruiter takes notes and jots down important points that each candidate makes.
Remember the decision should be evidence based, based on the behaviours and responses they gave….not on assumptions.