Successful Interview Techniques For Employers

Lets be honest, interviewing is challenging for the most experienced recruiter!

So how can you make it easier or lets use a better term, SUCCESSFUL.

The trick is to have a clear plan in place for each step of the process. A few easy interview techniques can ensure a smooth, successful and efficient process.

INTERVIEW PREPARATION

Review your job description.

Revisit the job description and make a list of the key skills and attributes you are looking for. This will help you be clear on what's needed and those which are desirable (and it will help you form interview questions later on!!!)

Review all candidates’ CVs

Although you've shortlisted the applicants already for the interview, review each CV again. Here you can make notes, add any questions you would like to ask - whether its "gaps in their career", more information or opinions. Asking more personalised questions will also improve the candidate experience too

Environment

Think about how you want the interview to feel. Most people will want a comfortable environment which makes the candidate feel at ease but that might be right for you. Minimising distractions will ensure both you and the candidate are focused on the task at hand. Things to consider

- Book space that does not have any distractions such as loud noises

- What time the interview will take place? will there be a lot of people walking past to go on lunch?

- Is there an important meeting which takes place next door?

Create an interview framework

Use a framework for each interview to ensure there is no discrimination. For example, asking one candidate to prepare a presentation and not asking another would be considered unfair.

A typical structure would be

- an overview of the organisation and what the role involves.

- planned interview questions

- candidate to ask any questions

- confirm the next steps with the candidate so they are aware of when they'll be notified

Allocated enough time for each interview, allowing for breaks between each one, so you can debrief and prepare for meeting the next candidate.

Plan your interview questions

As we mentioned, you may have noted down more personally targeted questions on the CV of each candidate but the majority of questions will be asked to each candidate based on the skills and attributes you are looking for. Here are some examples of questions you can ask:

Preliminary Questions

· Tell me about yourself?

· What are your strengths and weaknesses?

· What did you enjoy about your last role?

Behavioural questions

· Give me an example of when you worked successfully as a group and what part did you play?

· Tell me about a time when you went above and beyond your job expectations?

· What has been your biggest career success?

Situational questions

· What would you do if you received a customer/client complaint about…..?

· You have implemented a new system at work, how would you persuade your colleagues to accept the new system?

· A colleague keeps making mistakes at work, how would you deal with it?

Pointed questions

· Why do you want to work here?

· What do you see as our biggest weakness?

· Why did you leave your last job?

Character based questions

· Who would you want to play you in a movie about your life?

· If you could have a superpower what would it be?

Antidiscrimination Law

It sounds daft but familiarise yourself with Employment Antidiscrimination Law. There are the obvious illegal interview questions, questions based on gender, age, sex and religion for example but there are many seemingly innocent interview questions which you do not want to be caught out on such as "do you smoke?".

AT THE INTERVIEW

Remember to thank the candidate for coming and welcome them into the interview space. Try to put them at ease as soon as possible as they will most likely be nervous.

Once they are sitting down explain the structure of the interview and let them know they will be able to ask any questions at the end.

Keep a written record of the interview but avoid recording any personal judgements only record what is being said. Ensure that all information recorded and being held is lawful under the Data Protection Act.

When it comes to interviewing candidates, it’s important to remember this is a two-way conversation... the candidate is also deciding if you and/or the organisation is right for them too so it can be a daunting task for you as well as the candidate.

Following these recommendations will help you select the candidate right for your organisation in an efficient and non-discriminative way as well as providing each candidate with a good interview experience.

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