Effective interview techniques for hiring managers
Caroline McEnery of The HR Suite gives advice on how best to recruit new staff in today’s market by employing successful profiling techniques
Print16 September 2014
Recruiting the employees which best match your requirements is key to successfully achieving your organisation’s goals. Selection must be based on the best fit with the requirements of the role and the organisation. Effective profiling of both the role and the candidates is essential.Getting it wrong costs you time, money and energy and can also affect morale within the business.
The interview provides the opportunity for a formal discussion with the applicants regarding their abilities to perform well in those key areas known to be critical to successful job performance.The interview is a two-way process and the applicants should be treated fairly and professionally.
If you adhere to the following interview tips and techniques your recruitment process will run smoothly.
Organising the interview
It is the responsibility of the relevant manager to ensure that the interview process is managed in a professional and structured manner. A suitable venue should be booked with an appropriate sized room and it should be set up accordingly. Anything that distracts the interviewee is unprofessional and should be removed. Your surroundings reflect your personality and the personality of the organisation you represent. Make sure the impression you give is a favourable one. You must also ensure that candidates are given adequate notice. Fellow colleagues and reception should be informed that interviews will be taking place. Ensure there is water and glasses left out for the candidates. The interview panel should be prepared and have agreed the format of the interview in advance. Questions should cover key competencies required by the position.
Preparing for the interview
This involves reviewing the candidate’s application in detail and following your pre-organised interview questions. There needs to be a clear structure to the interview. The following should be considered;
- Start and finish time
- Who is the main interviewer?
- Who is taking notes?
- Who is asking what questions?
- The process of selection
Take time to prepare with your fellow interviewer so that you are both clear on the agreed format.
Interview format
The interview should start on time and should open with introductions. The interviewer should establish a rapport with the candidate and put them at ease and also explain that he/she will be taking interview notes. Then the interviewer should cover employment background, education, strengths etc. At the end of the interview the interviewer should check that all areas are covered and discuss any questions with the candidate to ensure that they got a fair and comprehensive interview. Inform them of the time period regarding response and finally thank them for attending.
The interviewer must ensure that key information is not missed during the interview. The interviewer must also never cut an interview short even if they feel the candidate is unsuccessful as the candidate would then have grounds to say that they received an unfair interview.
Interviewing skills
The key skills to put into practice are as follows:
Body language
You can use positive body language to build a rapport with the candidate by having good eye contact, firm handshake, positive, friendly, tone of voice etc.
Interview etiquette
Remember that from the moment the candidate arrives he/she is making judgements about you and the company culture. Introduce yourself and explain what your position is in the organisation.
Be a good listener
Do not interrupt the candidate. Let them finish before asking the next question. Actively listen, smile and show you are interested.
Questioning techniques
Each candidate should be asked the same set of questions to ensure that there will be no claim of unfair treatment should a dispute about the interview process arise.
Certain types of questions are better than others when obtaining information. Ask open questions and avoid leading questions.
Behavioural based questions help the interviewer to evaluate candidates fairly and improve the match between people and jobs. The purpose of behavioural based questions is to identify how a potential new employee would act in future situations. Behavioural questions are often open ended.
Competency questions relate to the knowledge, skills and behaviours a person needs in order to carry out his or her job efficiently.
To summarise our suggested interview structure is as follows:
- Determine key competencies and behaviours
- Develop behavioural/competency questions
- Review CV or application form in detail
- Set the candidate at ease
- Review educational background
- Review previous work experience
- Ask behavioural questions
- Review candidates’ interests and achievements
- Ask them do they have any questions
- Review next steps
- Complete notes
- Evaluate candidate
For advice on interview techniques or other HR related issues for employers contact Caroline McEnery or any of her team at The HR Suite on 087-9694837 to discuss your requirements.
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