The key to conducting a good interview is having a clear structure.
Having a clear framework for each interview will ensure that no questions are left unanswered and that you have a fluid, but structured, conversation. It will also ensure that you come across to the candidate as credible and professional.
It is advisable to split your interview into three distinct areas: an introduction, core questions and then a conclusion.
Asking the candidate for his interests helps setting the screne for an open conversation.
A good interview starts with a good introduction. In this part of the interview you're aiming to relax the candidate (so you get better answers later), maybe relax yourself if you're unaccustomed to interviewing, as well as setting the scene for what will follow and what you intend to cover.
You might want to start by looking for areas of common ground between you and the candidate. A good place to start would be their interests. Hopefully not only will the candidate relax, but you will also get a chance to see their personality.
It's also useful at this stage to give the candidate an insight into the company, its history and the future, as well as your background and how you fit into the company.
This is where you ask the candidate to run through their CV in detail asking open ended questions on their relevant work experience. For example:
This is the time to encourage the candidate to ask questions, giving you a last opportunity to sell your role and organisation. At this stage it's worth letting the candidate know the steps in the recruitment process and timelines you're working to. If you feel the interview has gone well and you like the candidate it may be worth reconfirming their pay and notice period and ask the candidate if they have any questions or reservations about the role. Finally, ask them to call their recruitment consultant with their feedback once they have collected their thoughts.
How do cuts and remote working pose risks to staff morale? Constant disruption and change over long periods can create a sense of extreme instability amongst workers. HR teams are often at the forefront of business change – coaching managers on how to deliver difficult news in line with HR best prac
Read MoreFor the last few years, employers have faced the challenge of talent shortage in their sector which leads to the question – how does one attract and retain talent? While it is essential to ensure that you offer competitive salary packages, it is also important to hire the right talent for the job in
Read MoreA managerial hire has the power to make or break your department, so it’s essential you get it right. Recruiting a new manager can be one of the most important and influential hires you’ll ever make. A good manager should be experienced, dynamic, trustworthy and have strong leadership skills — but f
Read MoreCome join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.