Interviewing - Successful Selectionby Jane Tredgett
An effective interview is one that ensures the right person is selected for the position.
This means that both parties (interviewer and interviewee) should be able to ask key questions to help them decide on whether the fit is right.
Remember – a good candidate is interviewing you as well, as a representative of the company and as a prospective future manager, to help them decide if they want to work with you!
As interviewer, you should expand on information in the advertising to give a clear picture of the responsibilities and tasks the job involves. You should also aim to
- Uncover relevant qualities/experience
- Address any queries raised when reading the application (see Screening applications for more detail)
- Benchmark the applicant against other candidates to get a clear view of who has which skills.
Bear in mind that interviewing with the aid of the colleague may make it easier for you to achieve these aims (if one asks questions, while the other takes notes, for example, this can make it easier to listen accurately) and two pairs of eyes and ears may make the decision-making more straightforward and unbiased.
The interview process
An interview normally follows a pathway along the lines suggested below:
- Greeting candidates and making a positive impression on them
- Introduction (five to ten minutes)
- Interviewer asking effective questions/making observations/taking notes (20 to 30 minutes)
- Asking the candidate for questions and answering them (five to ten minutes)
- Closing the interview (five minutes).
The final stage, after all interviews have taken place, involves
- Reviewing interviews
- Advising candidates.