Guide for Employers on Interviewing
In a highly competitive job market the performance of an interviewer can have a significant impact on a candidate’s interest in the position.
A well-executed job interview can boost an organisation’s brand, increase its reputation and attract top talent. A poor interview can have the opposite impact, damaging the company’s reputation and ability to attract the best candidates.
A good interview process helps to secure top talent and also strengthens the employer brand. A thoughtful and organised approach to interviewing ensures the best candidates are engaged and interested in their role.
Prepare for the Interview
It is important to prepare for the interview by:
Define your core values and the personal attributes that you are looking for in a potential candidate.
Create questions that will encourage candidates to elaborate about their qualifications and how they align with the company’s culture.
Prepare by familiarizing yourself with the CV of the interviewee, and identifying the key topics to discuss during the conversation.
Use the insights of top performers in your organization to develop a set of clear selection criteria that is based on skills, experience, and accomplishments.
LinkedIn is a good place to start.
Be sure to communicate clearly the structure of your interview and any points you wish to discuss in advance.
Make sure you schedule the interview at a time that allows you to focus and be fully prepared.
Tell the candidate about the steps involved in the interview, and the people they will be meeting.
To ensure an efficient and smooth process, schedule interviews in advance with all stakeholders.
List the essential skills and experience required for this role.
Reducing stress and creating the right environment
It is important to create a welcoming, comfortable environment that will reduce stress and help candidates perform their best. Consider these strategies:
All staff should be aware of the interview. They should also provide a warm welcome.
Warmly greet candidates and engage them in small talk. This will help to calm their initial nerves. Make sure the interview starts with simple, non-threatening questions and offer a glass water.
Structure the interview clearly to reduce anxiety and uncertainty.
Asking questions during the interview will show that you value their input.
Positive feedback is important to help boost the confidence of candidates.
Instead of putting pressure on the candidates, create an atmosphere that is supportive and respectable.
Note-Taking
It is important to take concise notes throughout the interview. You will have a record for each candidate and be able to assess them fairly based on the same criteria. Balance this by being active during the conversation in order to not miss important non-verbal or verbal cues.
Asking The Right Questions
Interviews that are effective rely on open ended, role-specific questions. This allows candidates to provide detailed insight into their experience and qualifications. Consider the following:
Asking questions that encourage candidates to share past experiences, actions and outcomes is a great way to get them to answer.
Ask questions that are specific to the CV of the candidate and the requirements for the position.
If the responses are short or unclear, ask follow-ups to get a deeper understanding.
Active Listening
It is important to listen attentively and be fully involved in the conversation. Ask follow-up questions and use positive body language to show interest. To fully understand the candidate’s answers, pay attention to nonverbal cues like tone and bodylanguage.
Testing
Consider incorporating skill tests for technical roles. Be mindful of time and make sure to communicate it clearly. Tests should be directly related to your role. Provide feedback to all candidates regardless of their results to improve the overall experience.
Assessment of Cultural Fit
Hiring for cultural fit is essential. Before the interview, ensure you understand your organization’s mission, values and culture. Ask the candidates to give examples of key behaviors that are in line with your company’s values. Include team members or stakeholders to the interview process in order to get a variety of perspectives on the candidate.
Salary Discussions
Salary expectations should be addressed early on in the hiring process, ideally prior to the interview. Make sure that the expectations of both you and the candidate are in line with your budget. This includes any bonuses, commissions or other benefits.
Career Review
Examine the candidate’s work history and pay particular attention to transitions or gaps. Try to determine the reasons for job changes, and assess their adaptability and potential.
Checking Bias
Be aware of unconscious biases such as those based on age, gender or background. Assess candidates on the basis of their qualifications, interview performance, and suitability for the position, while avoiding pre-conceived notions or judgements.
Conclusion of the Interview
Give the candidate a chance to ask final questions at the end of the meeting. You can thank them for their interest and time, and clarify the next steps of the hiring process. Consider expressing your excitement for the candidate if the interview went well.
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