Interview Tips

The Essential Toolbox of an Excellent Interviewer" No matter how good your entire recruitment process is, if you are unable to carry out an effective interview you will never get the best people for your company."

You may think it's a bold statement but its 100% true. Even the most experienced HR Managers admit that they have had no formal interview training which is quite surprising considering that this one exercise will have a major impact on future profits.

Now we are not about to try and condense the perfect interview into a few hundred words. We are regularly called into clients to provide workshops on Effective Interviews for Senior Managers which can last up to 2 days!!

But we do have a quick formula that  will help you to conduct more professional, more efficient and more effective interviews that produce superior results.

• The Appliance of Science - it's the core of everything you do during the interview. You must remain objective, you must determine the reliability of  the information presented
• The importance of job analysis - never start an interview without conducting a full review of both the job and the person specification. If you use an old one it means your company will never progress
• 6-8 identified competences - once you have identified the key tasks and outputs of the job, your objective in the interview is to determine whether the candidate has the necessary skills, motivation and experience to carry out the post
• 3-5 structured questions focused on competency - develop only 3-5 questions and use them for each and every candidate to assess the behaviours that will impact their performance
• LQCs – in search of evidence - the LQCs is a model of Listening, Questioning and Clarifying that we teach our consultants to search for more detail on standard questions to ensure you uncover every aspect of evidence that will enable you to make the right decisions
• Standardised scoring - Unless you use a standardised scoring system you can never be objective. List your competences and weight them accordingly to fit with the job analysis then rate each candidate. Only do this at the end of an interview and never in front of the candidate

You have many factors to consider when making the final decision about which candidate to select however it is vital that you carry out the following process in order. First make sure they fit the job. Then assess if they share the values, the motivation and the attitudes of the company. Then look at how they will gel with the existing team.

We use these techniques to interview every candidate we put forward to a client for consideration and in doing so we have one of the highest success rates in the industry.To find out more about the Interviewing Training Seminars we offer call us now on 01383 622233.