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Interviewing

You will need to make alternative dates and times for interviewing and start scheduling candidates for interviewing. Allow sufficient time between interviews which will allow an overrun should this be necessary. At the time of the interview write up detailed notes on each candidate as a stream of interviews can blur the mind after the interviews are over.

Before you commence with the interview, have the candidates application ready and prepare your questions in advance. There will be generic questions you will want to ask each candidate but there will also be questions relating to specific candidates, e.g. to expand on certain areas of their experience etc.

Try to put each candidate at ease, ask them if they would like a drink. You will get more out of a candidate the more relaxed they are. Go through a formal process of asking the candidate to sit down and indicating where they will sit.You could start by introducing yourself and any colleagues involved in the interview process. Give them a brief history of the business and tell them about the position that they are applying for. Be sure to avoid any interruptions during the interview.

An interview is a two way process. Allow the candidates sufficient time to answer your questions. Clarify your question if the answer was not sufficient. Listen carefully to what the candidate says. You have a limited amount of time to assess whether each candidate is suitable for the job. Make the most of it by preparing in advance and asking the right questions. Always allow the candidate to ask any questions that they may have. Make a particular point of this towards the end of the interview.

All interviews should be brought to a polite conclusion, even if the candidate may not be suitable. Thank a candidate for attending the interview and inform them of the process still involved in selection. Give them an indication of when you will provide feedback to them.

Consider using tests outside of the interview if you feel that this would add value to the selection process.

If you need to hold a subsequent interview to clarify any other outstanding issues or questions.

Once you have made your choice you can make an offer to the successful candidate. This can be done verbally but confirm the job offer in writing.

Ensure that all unsuccessful applicants are notified as soon as possible.

After checking that they are agreeable, keep the details of relevant job applicants on file. Whilst they may have been unsuccessful in this instance their skills may still be relevant in the future should an appropriate position become available.
 

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