How to structure your recruitment/hiring interview
How to structure your recruitment/hiring interview
The interview is a structured discussion aimed at obtaining information on candidates abilities and behaviour in the work environment. You should try to avoid making judgements as you listen since this might prevent you from hearing what is being said. Make notes explain to the candidate that you will be doing so. If you are interviewing with a colleague strongly recommended then take turns to ask questions and take notes.
Best practice demonstrates that the more relaxed and comfortable the candidate is the more you will learn about them, so take a bit of time to settle them down before starting the formal process.
Preparation
Analyse the role that you are filling and identify those key skills, capabilities, competencies, past achievements which will lead to success in the role and identify questions that will enable you to evaluate each candidate against these.
Make time to prepare for the interview in advance. Review application materials, including curriculum vitae and any application forms. Decide which jobs/experiences are most relevant to the target job. Prepare your introductory questions:
Note any jobs/experiences on which you are unclear or would like more information
Note areas of interest and areas of concern that you would like to explore
Note any gaps in employment
Decide on the structure of the interview for example:
Introduction
Probe areas of interest from the CV
Behavioural questions
Other areas of interest
Close
Decide questions in advance to ensure consistency of questioning to all candidates. Use follow up questions to probe which will clearly be different but the main areas explored will be consistent and make selection much easier.
Opening the Interview
Greet the applicant, giving your name and position and those of other interviewers involved.
Explain the interviews purpose:
To acquaint interviewer and applicant
To learn more about the applicants background and experience
To help the applicant understand the position and organisation
Describe the interview plan:
Briefly review jobs/experiences
Ask questions to get specific information about those jobs/experiences
Answer candidates questions about the position and organisation
Point out that you both will get information needed to make good decisions
Indicate that you will be taking notes
Closing the Interview
Ask them if they have any questions
Ask them if there is anything that they would like to have said, or would wish you to know that they did not feel they had a chance to say or put across
Explain next steps in selection process (dont over commit on timescales and ask the candidate to flag up any problems with the timescales).
Thank applicant for productive interview
How to structure your recruitmenthiring interview - To learn more about this author, visit Lisette Howlett's Website.
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As an interviewer your job is to find out everything you can about the candidate. Your best chance of doing this in an effective, efficient, and legally compliant way is to adopt a structured approach to interview structure.
The interview is a structured discussion aimed at obtaining information on candidates abilities and behaviour in the work environment. You should try to avoid making judgements as you listen since this might prevent you from hearing what is being said. Make notes explain to the candidate that you will be doing so. If you are interviewing with a colleague strongly recommended then take turns to ask questions and take notes.
Best practice demonstrates that the more relaxed and comfortable the candidate is the more you will learn about them, so take a bit of time to settle them down before starting the formal process.
Preparation
Analyse the role that you are filling and identify those key skills, capabilities, competencies, past achievements which will lead to success in the role and identify questions that will enable you to evaluate each candidate against these.
Make time to prepare for the interview in advance. Review application materials, including curriculum vitae and any application forms. Decide which jobs/experiences are most relevant to the target job. Prepare your introductory questions:
Note any jobs/experiences on which you are unclear or would like more information
Note areas of interest and areas of concern that you would like to explore
Note any gaps in employment
Decide on the structure of the interview for example:
Introduction
Probe areas of interest from the CV
Behavioural questions
Other areas of interest
Close
Decide questions in advance to ensure consistency of questioning to all candidates. Use follow up questions to probe which will clearly be different but the main areas explored will be consistent and make selection much easier.
Opening the Interview
Greet the applicant, giving your name and position and those of other interviewers involved.
Explain the interviews purpose:
To acquaint interviewer and applicant
To learn more about the applicants background and experience
To help the applicant understand the position and organisation
Describe the interview plan:
Briefly review jobs/experiences
Ask questions to get specific information about those jobs/experiences
Answer candidates questions about the position and organisation
Point out that you both will get information needed to make good decisions
Indicate that you will be taking notes
Closing the Interview
Ask them if they have any questions
Ask them if there is anything that they would like to have said, or would wish you to know that they did not feel they had a chance to say or put across
Explain next steps in selection process (dont over commit on timescales and ask the candidate to flag up any problems with the timescales).
Thank applicant for productive interview
How to structure your recruitmenthiring interview - To learn more about this author, visit Lisette Howlett's Website.
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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