How to conduct an interview

• It's important to have a Job Description and pre-defined selection criteria. This will help in the construction of an Interview Form
• Make a list of questions - think what exactly do you need to find out about this person. How will you find out if they are flexible, loyal, in good physical health, reliable, enthusiastic?
• If you have placed an ad - make sure you reply to all respondents either with an interview or a refusal.
• Make Appointments for interview - Time, contact name & approx duration
• Read CV (no CV takes 5 mins)
• Dress appropriately - it will reflect the way you would like the individual to dress for the job.
• Prepare and take interview notes
• Be organised - use Interview form
• If you cannot interview in the office, hire a room in a hotel (nb. do not interview in the lobby).
• Ensure clean & pleasant surroundings. Use a bright room, soft chairs - do not put a table between yourself and the candidate.
• Make arrangements - Do not disturb notice
• If you lack time, do not interview
• Use a folder with some photos and some written details about who your company is and what the job is about. Let the interviewees read it over before the interview.
• Put the Candidate at ease
1. Smile when you meet o Know candidate’s name - offer refreshment
2. Explain the interview process
3. Remember you get more out of a relaxed candidate
4. Honest & Positive

• Leave the selling of the job until the end
• Always be in control of the interview, ask open ended questions, who/what/how/where etc. to move the interview along.
• Avoid questions that are: Closed, Too General, Leading, Optional, Inviting, Negative, Illegal, Personal, Hypothetical, Irrelevant
• Use questions that are: Open, Probing, Comparative, Identification
• Do not allow the candidate to ramble!
• Actively listen to the interviewee
1. Listen 70% - Talk 30%

• Remember - You are not the one being interviewed
• Barriers to listening
1. Mind Reading
2. Rehearsing
3. Cherry Picking
4. Day Dreaming
5. Stereotyping
6. Relating to own exp

• Evaluate candidate
1. Use the forms provided
2. What criteria?
3. se profile of ideal candidate
   
4. Ask questions relevant to the profile of the person
5. Remain unbiased

• Do not compare with previous candidates
• Always be positive but realistic about the job - honesty will reward you with the right person for the job.
• Close the interview when you feel there is no more information to be gained and the candidate has had a fair chance to ask questions.
• Let the candidate know when you will be in touch - respond as quickly as possible.
• Ref Check
1. Always ask candidate’s permission
2. Ring and ask for referee
3. Do not explain reason for call to others
4. Introduce yourself and explain why calling
5. Ask for honesty & assure confidentially
6. Ask only relevant questions
7. Avoid general questions
8. Use the Ref Check form as you talk
   
   • Follow Up
   • Reference check
   • Keep candidate appraised of progress
   
   

Some Common Interviewer Problems

• Different Views or Assessment Criteria. Tendency to weigh Information Differently
• Decide intuitively (your gut feel)
• Raise Ratings if pressured
• Make early decisions - snap judgments
• Prefer candidates that are like us
• Influence candidate behaviour

Solutions

• Be Objective
• Remember the customer gets the benefit
• Prepare questions
• Read & familiarise yourself with profile
• List the position & candidate requirements
• Empathy

The cost of poor selection is substantial

• Monetary - Training, Overheads
• Human Relations - Grief, disruption, legal ramifications
• Training on Site
• Image

 

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