Having a clear framework for interviewing will ensure that no questions are left unanswered and that you have a fluid, but structured conversation. It will also ensure you come across to the candidate as credible and professional. It’s advisable to split the interview into three distinct areas: an introduction, core questions and then a conclusion.
A good interview starts with a good introduction. In this part of the interview you’re aiming to relax the candidate (so you get better answers later), may be relax yourself if you are unaccustomed to interviewing as well as settling the scene for that will follow and what you intend to cover.
You might want to start by looking for areas of common ground between you and the candidate. A good place to start would be their interests. Hopefully not only will the candidate relax, but you will also get a chance to see their personality.
Its also useful at this stage to give the candidate an insight into the company, its history and the future as well as your background and how you fit into the company.
This is where you ask the candidate to run through their CV in details asking open ended questions on their relevant work experience. For example:
This is the time to encourage the candidate to ask questions, giving you a last opportunity to sell the role and organisation. At this stage, its worth letting the candidate know steps in the recruitment process and timelines your working to if you feel like the interview has gone well and you like the candidate., it may be worth reconfirming their pay and notice period and ask the candidate if they have any questions or reservations about the role. Finally ask them to call their consultant with their feedback once they have collected their thoughts.
Do you need further advice on conducting interviews?
If you are new interviewing or of you want to ensure you are using the latest methods, (including competency interviewing techniques) contact us today to arrange a one-to-one interview skills coaching session.
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