Interviewing tips
Interview Structure
There are basically two types of techniques used in employment interviewing – structured and
unstructured.
In a structured interview the order and type of questions are predetermined prior to the
interview. The questions should be based on the job description and requirements and what
criteria will be needed to hire the best possible applicant.
Unstructured interviews, as a general rule, tend to focus more on personality fit, as opposed to technical compatibility.
A well planned interview can be the difference between an offer being accepted and an offer
being declined. In an increasingly competitive market place, demand will always be high for top quality staff. Companies are always adopting new strategies to attract top quality employees. It is in your interests to spend five minutes planning the interview.
Securing the Candidate’s Interest
Never assume that just because you have a highly marketable vacancy and a strong company brand name, that candidates will automatically accept offers from you. It’s all in the presentation, the way you package the company and the role. Candidates need to be sold to. As much as candidates need to sell themselves to you, you need to do the same.
Company
- Areas to highlight:
- Company growth
- New business areas
- Future business plans
Position
- Areas to highlight:
- Diversity of the role
- Scope to expand the role
- The importance of the role to the company
Career
- Areas to highlight:
- Scope for promotion and training
- Possibilities to move into new areas
- Potential to take on further responsibilities
- Remember to ask the candidate if they would like to ask or add anything
Recording Responses
It is important to record the candidate’s responses in the right way, at the right time. Below is a checklist to help you gather all the necessary information.
- Before the interview begins, let the candidate know that you are taking notes.
- Take notes, without them it is very difficult to distinguish one candidate from another.
- To avoid confusion write up your notes immediately.
- Keep all notes short and concise.
- Keep your records factual; do not cloud them with personal feelings or views.
- Never assume; always ask more questions in order to assist your understanding.
To Conclude
Once you have finished your questions, provide the candidate with an opportunity to ask some of their own. This is an opportunity to answer the candidate’s queries about the organisation or role and it provides a final opportunity to sell the benefits of working for the organisation. It is recommend you do not offer the position to the candidate at the end of the interview, a little bit of time is often helpful when making important decisions.
To discuss any of these points with one of our consultant, please contact us at
info@sixdegreesrecruitment.co.uk or 01228 812387