Interviewing styles have changed a lot in the last few years. Here are a list of tips to help get you started.
Looking for more tips on recruiting? Download our free recruitment toolkit.
- It is always good to open up with an icebreaker to make sure the candidate is comfortable and you can bring about the best in them. We like to understand the candidate’s career journey, so we start by looking at the candidate’s education and start talking to them about where they are from and what they have studied, and moving up through their career chronologically from their first role.
- Choose an interview style that best suits your brand and your needs. There are several interview styles, some of the most effective are competency-based, Situation, Action, Result (SAR) based questions and of course, just a good overall chat.
- In any interviews it’s hard to know what questions to ask. Here are our top 5:
– Why are you leaving your current role?
– What do you know about our organisation?
– How have you dealt with a difficult situation?
– What three things are important to you in your new role?
– Describe your approach to problem solving.
- Always talk about your business in a positive manner. You are representing your company and if it’s an outstanding candidate you will want to ensure they are excited and enthusiastic to join your team.
- Be discreet. Avoid personal questions such as ‘how old are you?’, ‘do you smoke?’, ‘are you married?’ as these could be seen as discriminatory or irrelevant. Keep your questions professional and relevant to the candidate and their professional experience.
- Ask open questions. Give the candidate a chance to tell you about themselves, their experience and their perspective. Do not try to trap them or give them a hard time just to see how they do.
- Be clear about what you are looking for in the job and from a cultural fit perspective. A great way to uncover if the person is a right fit for your business is to provide them with a scenario and ask them how they would respond.
- At the end of the interview ask the candidate if they have any questions. This provides you with insight into their thoughts on the role and will give the candidate the chance to provide you with more information and address anything they want to cover off.
- Be transparent about the interview process and manage candidate’s expectations as much as possible. Let them know the stages of the interview process, e.g. 2nd round will be with CEO, and how long you envisage the process to take.
- Always take your time with the interview. It’s a great grounding for really getting to know your new potential employee and talking about their background, the role and the company culture and values. On average a good interview should take approximately 30 to 45 minutes.