List your selection criteria for optimal role performance. Either present a scenario, or ask the candidate for practical examples of how they would deal with certain situations. Open questions such as “Can you describe for me?, What would you do in this situation and why? – these questions often elicit a comprehensive response based on a situation, the role of the applicant, subsequent actions and outcomes.
Ask clarifying questions to elicit more information or to gain a fuller understanding of technical capabilities.
Listen and hear the responses objectively.
Be positive – structure questions in a positive and constructive way.
Make sure you take copious notes whilst maintaining good eye contact. These can be referred to in summation when deciding who is the best fit for the role.
Use the opportunity to sell your company. Every candidate should have a positive view of your business when they leave. Often candidates will have a number of options on the table; maximise the opportunity to gain a foothold on their future.
Make sure you fully describe the position, the working environment, career progression if applicable and the associated remuneration.
Once the interview is complete, rate the candidate against the objective selection criteria.
It is important that prompt feedback is given to successful/unsuccessful candidates.
Don’ts
Don’t rush into the interview unprepared. Candidates pick up on this in the course of the interview and it looks unprofessional when you are asking questions already answered on the CV.
Don’t keep candidates waiting – it can present an image of disorganisation or can taint corporate image.
Don’t ask several questions at once – one clear question at a time.
Don’t ask closed questions when you need to keep the interview flowing and the candidates speaking to glean a better understanding of their abilities.
Don’t presume or answer questions on behalf of candidates – allow them to respond.
Don’t be afraid to delve and dig constructively to gain a better understanding of abilities.
Don’t form opinions too quickly or misinterpret information. Remain objective, it’s important to keep an open mind rather than rushing to an opinion that may be wrong.
Don’t ask leading or theoretic questions – focus on objective and practical questions that demonstrate experience.
Don’t offer a role at first interview. It’s important to stand back and objectively review each application and then properly expedite the process of making an offer.
