A Simple Guide to Successful Interviewing
Preparing
- Plan for the ENTIRE selection process BEFORE you start interviewing. Decide on whether you will simply need interviews (HR and yourself) or tests, presentations, assignments, etc. There is no right or wrong - look at the job you are hiring for to determine the need for specific selection tools.
- Plan the interview in advance by reading the resume carefully, identifying points that need discussion and probing, and by planning technical questions (questions that test how well the candidate can do the job at hand). Use the candidate’s resume and the job description as a guide.
- A second interview is always advised. Make sure you discuss with the first interviewer.
- If you are interviewing jointly with another person, make sure you discuss and agree on each other's roles and who is to cover which part of the interview- the worst thing you can do is appear disorganized.
The Interview
- Do not keep the candidate waiting. If you must be late, be sure you apologize to the candidate for keeping him/her waiting. Always keep in mind that you represent the company, so be sure to project a positive, professional attitude.
- Interview in a quiet environment, free of interruptions. Don’t answer your mobile and don’t send messages!
- Take some, but not too many notes of candidate's answers. Writing too much during the interview can distract the candidate.
- Let the candidate do most of the talking. Don’t offer to repeat/rephrase a question unless the candidate asks you to.
- Tell the candidate about the job and the company in a positive manner. Be honest about how demanding the job and environment may be, but don’t scare the candidate away!
- Do not offer the candidate the job during the interview, no matter how tempting it may be! Offers and salary discussions should always be channeled through the Recruitment Specialist, and at the suitable time. Making an offer too soon can cost you a good candidate.
Asking Questions
- Good questioning helps the candidate perform well. Poor, unorganized or unfair questioning will prevent the candidate from showing their good qualities/skills.
- Reveal more of the candidate by asking open –ended questions like: How did you…? Why did you…? Tell me about…?
- Help establish rapport by giving feedback and summing up with a positive expression.
- Listen and respond to what the candidate says in an interested fashion, as if it were a conversation.
- Do not sit in silent judgment over the candidate. No matter how bad a candidate may be, make the effort to appear interested and ask questions.
- Confirm with the candidate that you have understood what he or she meant.
Evaluating & Deciding
- Evaluate to what extent the candidate demonstrated that he/she is the best fit for the job.
- Document the interview using an evaluation form.
- Take an overall look at the candidate, and take all the selection tools used into consideration (interviews, tests, presentations, etc).
- Develop a scoring scheme for the results. Ratings are the best aid for the final selection decision. However, numbers don’t' make decisions, people do.
- Make the final decision as soon as possible after the last interview/step in the selection process.
This will ensure that the information is fresh in your mind, and will ensure a fairer judgment.