Top Ten Tips On How To Interview Potential Employees
Finding the right talent and skills for your business can be a difficult task. Research has shown that the way the interview is structured and the warmth of the interviewer can create an attractive picture of the business. Here are some more pointers on how to get the best out of your interview process.
Do Your Homework
Your candidates will have come prepared to answer your questions, but you should be prepared as well. Show them that you are familiar with their CV and help them to demonstrate their expertise. By making them feel you are interested in them will in turn generate the best results out of them .
Beware of First Impressions
Research shows that many interviewers make snap judgments within seven minutes of an interview. While being personable and articulate are important qualities in a candidate, it is professionalism and experience that should be the major deciding factors when making your selection.
Be Consistent
If you are interviewing several applicants, make sure you have formulated a standard set of questions. This is the only way the judging process can be fair. Of course, the answers may lead you to ask supplementary questions, but the initial set should be the same for all candidates. You could also inform applicants of the way you are going to structure their interview.
Try The Behavioural Approach
Ask a potential employee about how they dealt with specific business topics, or for example, what was significant in their previous jobs. Google’s Laszlo Bock believes a behavioural approach, rather than tests and university scores, are a better indicator of a person’s talents. (You may also find a candidate suitable for some other job within your organisation rather than the one they have applied for.)
Remember The 80/20 Principle
Let the candidate do most of the talking. Too often we get carried away with the sound of our own voice. The danger is that we may end up selecting the one who has laughed at our jokes and concurred with our opinions – imagine how boring it would be to have an office full of clones. Much better to give the candidates time to show their perspective on business or work and assess them on that.
Make Thorough Notes
It is a good idea to take detailed notes, so that you have a clear picture of the answers given by each candidate. But be careful not to do this in a way that makes them feel intimidated. The notes will be a good aide-memoire when you come to make a decision and will also help you to give feedback, if necessary.
Do Look at The CV With a Critical Eye
If you spot anomalies in the CV or see obvious gaps, mention these to the candidate. They may have a reasonable explanation to offer. But beware of using their social media history as a reliable means of checking out candidates.
Open-ended Questions Are Useful
A job interview is not a witness box interrogation requiring yes and no answers. You need to gain a broader perspective: instead of asking, for example, whether they have come into conflict with a colleague, ask if they have ever had to deal with conflict in their team. Choose topics relevant to their specific role.
Ask Follow-up Questions
Experts say interviewers have a tendency to move swiftly from one question to the next, in a tick-the-box fashion. Show candidates that you are genuinely interested and have paid attention to their replies, by asking follow-up questions. Link what they have said to a point they made earlier in the interview, thus adding another dimension to your discussion.
Make The Interview a Brand Ambassador
Research has shown that the way the interview is structured and the warmth of the interviewer can create an attractive picture of the business, its internal organisation and sense of justice, for the candidates. They may not be offered the job or even accept it, but how you project yourself and the business will have an impact far beyond the meeting room.
These guidelines from Southampton University can help you work out how to structure your interviews.
