Interviewing is a key tool in recruitment and selection and should be combined with other forms of selection assessment to create a robust selection process.
The interview is a two-way, interactive process. It allows the employer the opportunity to find out more about the individual in person, and assess her/him in relation to the job criteria and the interviewee the opportunity to find out more about the job and the organisation as a whole.
Preparation and planning are essential for successful interviewing. Work through the following steps for all interviews:
Part 1: Advance Preparation
Part 2: Action on the Day
Part 3: Decision Making
Interviewing – Essentials Action Checklist
- All interview and selection action should be objective, challenging and rigorous, to ensure that you have identified the best person for the post from your shortlist.
- Advanced planning and preparation is key to a successful process.
- Use the interview as part of the selection action plan, supported by a range of relevant assessment tests to ensure thorough assessment
- Build an effective question grid which addresses the needs of the post and supplementary questions specific to each applicant
- Treat all candidates equally and with respect.
- First impressions are powerful, do not base decisions on instant judgements
- Listen closely to candidates answers and probe further when needed
- At decision-making stage consider the outcomes of all forms of the selection action, not just the interview.
- Candidates should be rated against the agreed and specified criteria of the post and not against each other.
- Measure candidates with disabilities on the quality of their performance during the selection process only; the need for assistance/adjustments is not an influencing factor.
- At all times focus on the professional not the personal