Many people feel
nervous when they are preparing to be interviewed but it is often forgotten
that the interviewer has plenty of preparation to do as well. If anything they
have more responsibility because it is up to them to make the interview run smoothly.
Here are some simple steps to planning a successful interview:
Step 1: Work Out What You Are Looking
For
Decide what
personal and professional characteristics your ideal candidate would have. Professional
characteristics refer to qualifications and experience. Many large companies
such as KPMG want graduates but do not mind what subject the graduate studied.
However you might want an IT graduate if the role is very technical or an arts
graduate if the role requires lots of writing. Personal characteristics mean the
type of personality your ideal candidate would have. Does the candidate need to
be confident and chatty or quiet and determined, for example?
Step 2: Pick Candidates to Interview
A large pile
of CVs can be tiresome to look through but take your time to study all of them.
Most candidates will list their skills but many will forget to provide examples
of them. Which CVs show solid evidence of teamwork and initiative? Those are
the most worthwhile people.
The covering letter is just as important as the CV. Remove candidates who have included spelling errors - this is not a sign of their spelling abilities; it shows a lack of attention to detail. Which candidates have researched the company? Some applicants will mention recent news related to your company; this is their way of telling you that they are truly interested in your business and not just sending the same application to everybody.
The covering letter is just as important as the CV. Remove candidates who have included spelling errors - this is not a sign of their spelling abilities; it shows a lack of attention to detail. Which candidates have researched the company? Some applicants will mention recent news related to your company; this is their way of telling you that they are truly interested in your business and not just sending the same application to everybody.
Step 3: Prepare the Interview Room
The interview room shows each candidate the quality of your business and why they should want to work for you. Some interviewees will not get the job but may end up working for a company whom you want to build a relationship with in future; everybody’s perception is important.
The interview room shows each candidate the quality of your business and why they should want to work for you. Some interviewees will not get the job but may end up working for a company whom you want to build a relationship with in future; everybody’s perception is important.
Paint a light tone on the walls such
as magnolia which is neutral but warm. Invest in a good make of furniture such
as Tetrad because the quality of the furniture should reflect the quality of
your company. Tetrad sofas look beautiful and are a very comfortable seat for waiting
candidates. Tetrad
furniture stands out because it is hand-crafted and has delicate detail.
Investing in Tetrad is worthwhile because you will have a world-renowned brand
in the office for years.
Step 4: Plan Questions to Ask
Every
interview needs to have a structure so it important to prepare one in advance.
Before the interview begins think of a list of 10-20 questions with the most
important ones at the top. You will not get through all of them but each
interview should last at least 30 minutes so if you have some spare questions there
should not be any awkward silences.
Step 5: Make the Candidate Relax
Begin with questions that will encourage the candidate to relax such as asking about their hobbies or what they do at the weekends. If interviewees are too nervous then it is very difficult to judge them so keep smiling and nodding and ignore any stuttering or signs of nerves. Do not interrupt their answers; a good measure of how well you’ve interviewed is to check that the candidate has spoken more than you.
Step 5: Make the Candidate Relax
Begin with questions that will encourage the candidate to relax such as asking about their hobbies or what they do at the weekends. If interviewees are too nervous then it is very difficult to judge them so keep smiling and nodding and ignore any stuttering or signs of nerves. Do not interrupt their answers; a good measure of how well you’ve interviewed is to check that the candidate has spoken more than you.
Step 6: Move onto more complex
questions
As the
interview progresses ask what they know about the business. This will help you to
distinguish who has truly done their research from those who just want a job
from anyone.
With experience you will learn how to probe candidates; after hearing an answer you can ask for further details about that answer.
With experience you will learn how to probe candidates; after hearing an answer you can ask for further details about that answer.
Step 7: Reach a Conclusion
Sometimes it is very difficult to choose between 2 candidates particularly if they are very similar. A second interview is a good way to ask more detailed and practical questions such as when they can work and whether they would be available for overtime. A cheaper alternative is a phone interview. Finally, you choose somebody!
Sometimes it is very difficult to choose between 2 candidates particularly if they are very similar. A second interview is a good way to ask more detailed and practical questions such as when they can work and whether they would be available for overtime. A cheaper alternative is a phone interview. Finally, you choose somebody!
