The Interview, in spite of its many flaws is still the benchmark tool for effective recruitment. It should give you 70% of the detail and answers you need to make an informed decision. You should use the interview as your main decision-making input and supplement it with some of the other suggested tools to bolster, calibrate and copper fasten your decision. As with all steps in the recruitment investment process, pre-planning is the key to success.
Keep in mind the following;
Ensure the interview environment is laid out properly and conducive to putting candidates at ease and engendering rapport building.
Pre-plan all interviews in terms of timing, questioning focus, etc. This is especially important if you are using panel interviews. It helps ensure consistency/flow/smooth transferring/question allocation/time management etc. In panel interview format, always designate a panel chair.
Spend time at the start of the interview focussed on building candidate rapport and putting applicants at ease. Make introductions and outline the format the interview will take.
Explain the role clearly for each candidate upfront and ensure they are made aware of any specific job requirements/aspects of the role that candidates need to be familiar with.
Always remember that interviews are a two way process and both parties may have a decision to make. You have to sell as well as buy.
Use well thought out competency based questions to gain an insight into the level of specific competencies each candidate possesses.
Probe where appropriate for greater detail and understanding by use of focussed follow on questions.
Avoid the use of leading questions.
Make sure the talk ratio is balanced. For effective evidence of competency, the candidate should be doing most of the talking throughout.
Active listening is an interviewer competency. Use it extensively.
Maintain good eye contact with each candidate throughout the interview discussion. This is key to building trust/openness and engagement.
Allocate sufficient time for applicants to ask questions they might want to cover or clarify and don’t rush this section. Allow them time to add anything further to their candidacy that they feel is important.
Outline next steps in the process for candidates before closing the interview.
Note taking is key. Spend a few minutes after each interview and write up summary notes including a next step recommendation. If you are part of an interview panel an overall panel note or interview report is fine. It is advisable not to take notes while a candidate is answering your specific questions and best practice may be to appoint a note taker in advance.
Ensure you remember that once an interview is complete you have a decision to make. You must have enough insight and data to make that decision. The first and key decision you must be able to answer is, can the candidate do the job?, the second if the first can be answered in the affirmative is, will he/she be a good cultural fit to and for your Organisation? Remember you must be able to justify your decisions with evidence.
Finally, be sure that interviews are conducted within all legal requirements.
Good interviewing is complex. Preparation is key. Skilled interviewers are essential. Getting it wrong can be expensive.
