Interviewing Tips For Employers

During an interview, you will be assessing a candidate's suitability for a specific vacancy.  Additionally, the candidate will be assessing you and your company to ensure it is the right organisation and position they are seeking.  It is important to make a professional and first-class impression on the candidate, whilst simultaneously determining if this is the candidate that will best assist in meeting your organisation's objectives.

Below are some guidelines to assist you with the interview process:

Things to do:

• Ensure you have read the candidate's resume thoroughly before the interview as well as any candidate notes received from the consultant.
• Ensure you have prepared a job specification and some thoughtful questions that relate to the specification and how they will go about performing their job.
• Try to clear enough time from your schedule to conduct a thorough interview.
• Try to be a little flexible in your interview availability. Many candidates find it extremely difficult to organise the time due to pressure from their current employers, and early mornings, lunch times and after work may be the only option for them.
• Welcome the candidate yourself whenever possible, rather than having a personal assistant or receptionist do this for you.
• Ask the candidate challenging and searching questions. Do not encourage the candidate to regurgitate facts.
• Ensure you give the candidate a realistic impression of what the job involves.
• Sell your company - remember the candidate may be considering other positions and opportunities.
• Allow the candidate to ask questions about the company and position.
• Give prompt feedback to the candidate or your consultant.
• If keen to bring the candidate back for a second round interview, it is best to arrange this as soon as possible with the consultant and organise it for the nearest available date. In this market, the quickest movers gain the best results.

Things not to do:

• Ask leading or opinion-based questions that will provide no real insight into the candidate.
• Rely on gut-feel and first-impressions - it's best to evaluate and interview the candidate properly before making a decision.
• Talk too much. A good candidate expects to have to sell themselves; a good client /candidate interview ratio is 70 - 80% candidate/20 - 30% interviewer.
• Discuss salary and package in the first interview.

It is also important to note that it is deemed as discriminatory to question a candidate on the following topics:

• Age
• Race
• Gender
• Religion
• Disability
• Marital Status
• Medical Record
• Criminal Record
• Political Opinion
• Trade Union Affiliation
• Sexual Orientation
• Family Responsibilities
• Pregnancy or possibility of
• Physical or intellectual impairment.