To prepare for the interview

• Think about what you want to know about the candidate
• Prepare a Position Description
• Think about the skills and experience required for the role
• Think about the personal qualities that are crucial
• Review the candidate’s Resume so you are familiar with their background
• Design four or five questions that target the experience or aptitudes you require
• Use open ended questions rather than ones that can be answered Yes or No

First Impressions are lasting impressions

This works both ways. The candidate is out to impress you but you also need to make the candidate feel that your organisation and job role represents a significant benefit to them.

• Consider what your organisation has to offer
• Create a positive, professional first impression. Don’t dwell on the things that are wrong, put forward the challenges in a positive light.
• Be aware of market salaries and the opportunities offered by your competitors

Establish rapport

Most people become tense and anxious before an interview. Give everyone the chance to relax before you start asking questions. Initial small talk often helps. Perhaps offer a glass of water to the candidate.

Participate in ‘active listening’ to learn more about the candidate.

Allow the candidate the opportunity to fully answer your questions. If they avoid the difficult ones, make sure your questions are answered fully before you move on. Try asking the question in a different way if you are not satisfied with the answer.

If the opportunity arises show the candidate the work environment.

Help the candidate to understand your business by using simple and uncomplicated language.

Take notes of the key points, candidate answers and your thoughts throughout the interview. You will need to review them later when reflecting on the candidate.

Control the interview

• Explain to the candidate that you will explain the role first and then ask the candidate some questions. Advise them they will have the opportunity to ask questions towards the end of the interview.
• Explain the position in full
• Ensure you ask all the questions you set out to ask
• If there is more than one interviewer, plan in advance some questions for each person
• Maintain control over the interview – this can be difficult if the candidate is more interested in asking their own questions

Why did the candidate leave their previous job? Or, why do they want to leave their current job?

• Less than 10% of people ever change their jobs for more money. However, when asked, 80% of applicants say they left their last position for more money or increased job satisfaction.
• Probe for the real reasons the person left for each job in their employment history.
• An understanding of why people have left previous jobs could indicate strong trends that will reoccur in the future.

Be wary of criticism of past employers

Whilst you do not expect the applicant to sing praises of their previous employers, they should at least speak positively about those parts of their career that they enjoyed. A person who has no good points to highlight may be a chronic complainer. If you employ them, your company’s name could be added to their list!

Trust your instincts

• Observe body language for applicants not telling the truth. Tell tale signs can be stammers, coughs, lack of eye contact, placing hands in front of their mouth while talking or responses given without great confidence.
• Do not make hasty decisions.
• Trust your instincts.
• Use appropriate questioning to sort out any confusing or unclear issues.

Close the interview positively

A good interview has a beginning, middle and an end. Just as first impressions are important, so is the final impression.

Finish the interview on a positive note, regardless of whether you appoint the candidate. You want to maintain the good name of your organisation. If you are genuinely interested in a candidate, do let them know that you are impressed by their application. This will encourage their interest and maintain the momentum towards a final conclusion.

Need Help?

Hiring the right people is a challenge. However, Dixon Appointments can assist you with all your recruitment needs from the initial job analysis through to negotiating the final offer.

To speak with one of our consultants contact us on 03 9629 9999 or email your request to staff@dixonappointments.com.au.