Top techniques for interviews
Ensuring you find the right candidate for your company is essential when you are working against the clock to fill a key position.
We have put together out top techniques for interviewers to help you make the right decision every time.
It may sound obvious, but plan ahead and make sure you have a private space allocated to conduct the interviews where there will be limited interruptions and distractions - it will put less pressure on you and the candidates and that will pay dividends with the quality answers that they can deliver. It is in both of your interests for the interview to be a dialogue and which the prospective employee to make a winning pitch for the job, you need to sell yourself as a potential boss and the business as a great place to work.
Make sure you have done your homework
Read the CVs and covering letters of all your interviewees and have a good understanding about their qualifications and experience beforehand. This will not only put the candidate at ease and draw out the best in them, it will also show you know your stuff and are ready to quiz them on their skills and ensure they are the best match for your job description. If you have mastered your brief, it will quickly become apparent if the candidate is right or not.
Set out the structure and stick to it
It makes for a smooth interview if you have a structure in mind, everyone understands it and it is followed as everyone will know what is expected. Tell the candidate there will be time at the end for their questions and queries and make sure you allow time for that in your timings.
In the main body of the interview, make sure you prioritise the main questions to establish how the candidate would fit into the organisation. Do their skills on their CV match the requirements of the job, and can they convince you that they have the enthusiasm and energy to be successful in the role.
Looking for subliminal signals
Studying the candidates body language and facial expressions can uncover a whole new level of knowledge about their attitude and attributes and how compatible they are with your business if you take time to read and understand the clues.
An interview does not have to be done one-to-one. If you would like to take notes, ask a colleague to act as an observer and note down the salient points so you can concentrate on the conversation with the candidate. Getting recruitment wrong can be costly and time-consuming for businesses, so make sure you do your job and get it right.