Once you have prepared for the interview, it is crucial that you know how to best conduct the interview. If you put into practice the following key points you should come away with all relevant information and the candidate will have been given the opportunity to perform well.
1) Ice breaker – try to put the candidate at ease either on-route to the interview room or as they enter. Ask how they are, how the journey was, offer a drink etc. Be approachable, having a formidable presence can be intimidating.
2) Start the interview by telling them about the company. Be knowledgeable about the history and performance of the company, its achievements and where it sits in the market.
3) Talk about the role in detail, including why the role is vacant, the department where it sits, who it reports to and what the duties are on a daily basis. Refer to the job description and explain each duty – this makes it easier to see if the candidates skill set is appropriate. What are the expectations in the short, medium and long term of the role? Explain to the candidate where the role can lead in terms of progression. Is their a hand-over period? Will training be offered?
4) Move onto the candidates CV at this point. Ask them to explain their career history to date (if it is a particularly long history just pick the last couple of jobs or past 5 years or so) getting reasons for leaving each role.
5) Use probing, open questions, for example ‘talk me through your role at Petersons’ or ‘you mentioned that you have experience dealing with clients, explain this in more detail’. If you decide to use competency based questioning, make sure you give them time to think about their answers and the opportunity to express what they mean. An example of a competency based question would be ‘Tell me about a time that you used leadership in the work place’.
6) Avoid using closed questions that only allow for yes or no answers. Also ensure you do not ask indirect (or indeed direct) discriminatory questions for example ‘How old are you?’, ‘Will you need to make childcare arrangements?’ or ‘Are you comfortable working for female/male management?’
7) Make clear notes as you go on the CV – this makes it easier to refer back to when you are making the decision on who to take on and serves as a formal record of the decision making process and criteria.
8) Ask them their current salary and their salary expectations.
9) Make sure you ask them if they have any questions at the end, if they don’t reassure them that if they think of any to contact you.
10) Thank them for their time and explain what the next steps will be. If they are successful will there be a 2nd interview or will it go straight to offer? Try and give them a time frame in which they can expect to be contacted.
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