Basic Tips For Conducting Successful Interviews
When interviewing candidates for a position it is very important that the interviewer has prepared the following:
A Job Description – make sure you have a written description identifying the duties this person will be asked to perform. This should always be done – even for the most junior member of staff/menial of jobs. This is because it is the basis of clear communication and will ensure that the person recruited is clear about his/her duties and the employer has clear expectations. This avoids problems down the line. (In reality, this should have been done before even advertising the position.)
The interviewer should have a list of the skills the candidate needs to have, including any qualifications that may be necessary. The skills should have notes regarding the level of competency needed with each one and also how important each one is. For example, good customer skills may be crucial whereas fast data input might not be as important for the office position you need to fill.
The interviewer should have a list of questions to be asked (see point 4 below on “Questions you must NOT ask in an interview”). This avoids those awkward pauses, and gives the candidate a much better impression of the interviewer.
It is important to keep two things in mind when interviewing:
The candidate will be trying to present him/herself in the best possible light, if in fact they are genuine about wanting the position. Bear in mind that this might be the best you will ever see them (dress-wise, manners-wise, attitude-wise etc) and take that into account when evaluating them.
However, they may also be super-nervous and make silly mistakes that they would not normally make while on the job – make allowance for this as well.
Pay attention to your “gut” feelings when interviewing. If you are uncomfortable about a candidate, but cannot find a reason, don’t just dismiss it, see if you can find the reason by further questioning. If not, take this discomfort into account when making a selection. Even if the reason is a simple as not feeling comfortable with them on a personal basis, this should be taken into account. After all if you do appoint them to the position you, or someone in your organisation is going to have to work with them daily.
Pay attention to the attitude they display, this is much harder to hide or put on than a clean set of clothes.
Pay attention to what they don’t say, as much as what they do. Sometimes what they leave out should be explored.
Particularly when they explain why they moved on from previous jobs, look for whether they take responsibility eg I moved to a better job as against whether they “blame” someone/something eg the other employees didn’t like me, were unpleasant etc.
When asking questions:
- Look for what they get animated about – this gives you a clue as to what they are really interested in and what they enjoy.
- Ask questions that cannot be answered with a simple Yes/No.
- Ask what they enjoyed about previous jobs, and what they didn’t enjoy. This will give you clues as to whether they are going to enjoy the position you are looking to fill. An employee who enjoys his/her work is always a better employee and much easier to manage.
- If appropriate, ask what skills they would like to develop, or how they would like to advance in your business in the future. Unless you have a very small business, or you are recruiting for a position just under yours, there is likely to be a way they can “grow” into a better position in your business. Look for signs that they have thought about the prospects of advancement within your business, as this shows that they have a long term plan rather than just aiming to “get a job to get the pay”. Of course many people will be coming from this angle, and you may simply be looking for a “body” to do the work, but it is better for all concerned to have long term employees who are happy in their jobs, so see if you can build this prospect into the position you are offering.
Questions you must not ask in an interview:
- Age
- Country of birth, race or ethnicity
- Gender or sexual persuasion
- Religion
- Disability – unless this is specific to being able to perform the required duties
- Marital Status
- Pregnancy or plans to have a family
- State of health
Of course once you appoint a person, it is wise to ensure they are appointed with a three month probation period. Check with the relevant Government Departments for your industry as to how to do this legally.
And lastly………….
Always ensure you are very clear about your legal rights as an employer BEFORE employing anyone. Employing someone without doing this could lead to serious problems down the road. Sometimes something as simple as a clause in your Letter of Appointment could make the difference between a clean parting and a court case. And it goes without saying that you should always give them a Letter of Appointment that spells out exactly what their duties will be as well as what the terms and conditions of their appointment are.
Happy Recruiting!
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