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Holding Interviews

21st March 2019

Holding Interviews

The most important stage of the recruitment process is the interviews.

It is a chance to meet with, learn about and analyse the candidate, to see if they are the right fit. Whilst other stages of the process, such as their CV or maybe a skills assessment, will give you hard facts about the experience and ability, interviews allow you to understand them as a person.

It is therefore imperative that you conduct the interview well, ensuring convenience for the candidate and effective results all round.

Consider the Candidate

Given the current recruitment market, with low unemployment, candidates in short supply and the best ones getting snapped up quickly, it’s hugely important you make the process as simply as possible for them.

Attending interviews can be costly for candidates, and not just financially. They will need to take time off their current job, spend their spare time learning about the company, they may lose out on another role whilst waiting to hear about yours and they will have to deal with the emotional toll of rejection if they don’t make it.

It is important to consider them: put yourself in their shoes and understand what they’re putting on the line when attending an interview. Try to make the time of the interview as convenient as possible for them, give them honest feedback and tell them ‘no’ as soon as possible in the process if they are not a good fit and make sure you don’t waste their time.

Treat them as you would expect to be treated in their position.

Perfect the Prep

Preparing for the interview is as important as actually conducting it.

Firstly, make sure you fully understand the job role that you are recruiting for. Understand what skills the role requires and what type of personality you are looking for. This will help you put together a list of questions that are effective, helpful and relevant.

Secondly, make sure you do your homework on the candidate. Learn about the person you are going to be interviewing, so that you can ask intelligent questions and create more compelling conversations with them. This will help you learn more about who they are and whether they will fit in.

Conduct it Correctly

It is important to make the candidate feel as comfortable as possible, in order to see their real personality. Create a calm, tidy environment, with a regulated temperature and ensure that you are uninterrupted.

It is best to have two or three people conducting the interview, in order to get a well-rounded view of the candidate. This will provide a check to make sure you hire the correct person.

Make the interview a conversation, rather than an interrogation. Listen carefully to their answers to your questions and respond with follow up, unscripted questions. Engaging with the candidate will open them up and make them feel comfortable speaking freely to you.

Finally, ask useful, relevant questions. Make sure they are questions that will help you learn something about the candidate and their suitability. Many interviewers feel the need to question candidates on trivial matters, which will not help them decide whether the interviewee is the right person.

Follow up with Feedback

The follow up from the interview is equally as important as the preparation and actual conducting of the interview.

Try to make the decision quickly; it is not fair to leave the candidate hanging.

If they were unsuccessful, give them closure and provide them with feedback, so they can improve for next time. Not only is this common courtesy, it is also important from a branding perspective. If people don’t receive closure, they are likely to complain about your company, which can result in bad publicity.

If they are successful, be enthusiastic when offering them the role. Make it clear that you are excited to have the join your company! The last thing you want is to find the perfect candidate, but for them to be put off by thinking you are doing a favour by hiring them. This is the first step in your employer-employee relationship; make it count!





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