EMPLOYER GUIDE: INTERVIEWING TECHNIQUES
2M Careers are a technical recruitment agency, and although we focus on construction recruitment, interviewing techniques are in principal very similar regardless of what sector you work in. We hope you will find the following advice on employers interviewing techniques useful and insightful.
As an employer the interview is your opportunity to ensure that you can make an informed decision when it comes to recruiting staff. It not only provides you with an understanding of the candidate, but also allows you to inform the candidate about your company and the role. In a market where good candidates are becoming more and more scarce it is crucial that you also use the interview to 'sell' your company to possible candidates.
The interview is the main tool candidates will use when making a decision, so it is vital to get it right.
The object of the interview is not only to find the best candidate, but properly conducted interviews tend to minimize hiring the wrong people.
The interview process usually follows the following procedure:
- Telephone or brief initial conversation
- First Interview
- Second Interview
The telephone interview is usually used when distance or working commitments are a factor. The purpose of this is to initially introduce the company to the candidate and to confirm mutual interest. In circumstances where it is difficult to arrange a first interview face to face the company can use the telephone interview as a first interview, ensuring that it is prepared and conducted properly.
FIRST INTERVIEW
It is important that the candidate is provided with the following information:
- Day and date of the interview
- Time
- Address
- Company contact details in case of emergency
- Telephone number
- Interviewers names and position within the company
- Expected duration of the interview
- Format of the interview - whether they are required to prepare a presentation, take a psychometric test, Q&A session etc.
If Human Resources are to be involved it is important that they are also briefed fully on the candidate to ensure a professional approach by the company.
It is best practice to ensure that the 'decision maker' or hirer is present at the interview to avoid repetition.
SECOND INTERVIEW
Second interviews are often necessary to validate or confirm the first decision made and also where the candidate is being interviewed for a senior position. It is important that these build on the first interview and are used to ask any remaining questions or gather information before a decision is made.
PREPARATION
This is the key to a successful interview. How would you feel if you went for a job and the interviewer hadn't looked at the CV or even worse forgot your name? It is important to prepare also so you can gain the required and relevant information to make the decision on whether the candidate is appropriate for the role. It is ultimately in your interest to prepare for the interview.
PREPARATION TIPS
- Look at the role that you are trying to fill and isolate the essential skills and experience required
- If there are a number of opportunities, ie when recruiting a team - make sure you interview for the correct position. It looks unprofessional if you then offer a completely different role to the candidate after the interview
- Prepare a list of questions that are pertinent to the role, this allows you to target the information you require
- Read the candidates CV! Highlight any areas of their experience that you want to find out more about
- Book a room and make sure you are not interrupted. Leave an hour for that first interview. This may vary on the type pf role you are recruiting for
- Make sure all candidates are measured against the same qualifying criteria. Recruiting is an emotional process and it is important to make sure that you get the best person for the job, not the person you liked most
- Make sure that during the interview you take notes, or have a secretary in to do it for you. You will be amazed how much you forget when you have met four candidates in a row!
- Take some time after the interview to jot down your thoughts and any other notes
- Take time between interviews to prepare for the next candidate. It is better to be running 10 minutes late than to be on time and unprepared
- Make sure you comply with employment law and don't ask any illegal questions, you would be amazed how many employers are still breaking the law and asking inappropriate questions
- Make sure if more than one person is interviewing that you know who is doing what to avoid confusion an repetition
- Make sure you prepare for any questions the candidate may ask! If you don't know the answer make sure you get back to them with it
INTERVIEW TECHNIQUE
Here are some guidelines that are too often overlooked by employers when conducting interviews, if you stick to the same basic structure you will ensure that you both get the best out of the process.
- Interview in an appropriate setting, if your office is open plan - use a meeting room and make sure you book it in advance
- Offer them a drink or a coffee to relax while they are waiting
- Try to arrange the room in such a way that the candidate is not intimidated as this will allow better communication and more open answers
- Try and put the candidate at ease. They may be nervous at first and you will get the best out of them if they are relaxed
- Remember the interviewee's name! Use it often to personalise the interview and show interest in them
- Present or 'sell' your company to them. Whether you are a small start up or a multi-national you should be able to give them an overview of the organisation and its plans for the future
- If you take notes let the candidate know otherwise they will think you are not listening
- When the candidate arrives ease them in to the process with introductions and ice breaking questions - did you get here ok, how are you etc. It will create a relaxed atmosphere and open communication
- Open questions that begin with Who, what, why, where and when encourage more detailed answers and avoid a response of yes or no
- Listen, and repeat back anything you don't understand or need further clarification on
- Show interest and enthusiasm. If this is the 20th person that you have interviewed that day don't let it show! The last person you see may be the ideal one for the job.
- It can be tempting to offer someone the job on the spot. Be careful as this can sometimes come across the wrong way and candidates assume that you are having trouble filling the role.
- Let the candidate answer your questions - don't interrupt. If they don't understand something be patient and explain it again
- Let the candidate ask any questions they have
- Thank them for their time and advise them how and when they will know the outcome
THINGS NOT TO DO
- Ask illegal questions - they may come back and sue
- Negative body language
- Showing a lack of interest in the candidates responses
- Make a judgement on first impressions
- Confrontational questions early on
- Irrelevant questions
- Unrelated questions
Four important points to bear in mind throughout the process will ensure that you stay on track
- Do we know what we are looking for?
- Does this person have the skills and experience we require?
- Is this person the best candidate out of those we have seen?
- Will they be the best choice for the future?
If you have these questions in your mind you will be more likely to choose the right person first time, good luck!
EMPLOYERS' GUIDES
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