Preparing with the Interview
Good preparation with an interview is the perfect key. Exactly what you should do will vary based on your role from the interview.
You can be:
The recruiting manager, the one who is going to be managing the person recruited on the day-to-day basis, and for that reason probably provides the best perception of the job requirements;
Such interviewers usually, although not always, possess some knowledge of the position requirements.
An independent assessor or HR representative, is there to control the process make sure that it is fair for all of the candidates. Perhaps an important aspect of successful interviewing is knowing what you are seeking in a candidate.
Make without doubt you should have a detailed job description and person specification that sets out everything you really want through the person. Try to avoid jargon. If you haven’t written the particulars yourself, speak to the one who did and ensure you understand precisely what they meant.
Read the applications for each of the candidates you will be interviewing.
Ideally, you ought to score each candidate contrary to the criteria from the person’s specification. Scores outside of five are usual, where five is extremely good and one does not show this at all.
If you’re holding a panel interview, the panel should meet beforehand and discuss interview tactics.
Ideally, the interviewers (or panel) should perform the short-listing for that interview, comparing the consumer members’ scores for every single candidate and agreeing over a panel score.
The panel then must agree what questions must be asked and who is going to ask which questions, or cover which areas. It’s also necessary to discuss which areas are most significant in case some areas must be left unexamined.
Finally, the panel should agree that of what a ‘good’ solution to any particular question will look like.
On the Day with the Interview
A key skill for interviewers is going to be able to build rapport swiftly and help candidates feel comfortable.
When you meet, the candidates make eye contact, give a handshake and smile at them. Understand that they’re probably feeling quite nervous.
Everyone is nervous within an interview so candidates are going to be better in a position to show you what they have to can do when you can help them to unwind.
Your role, because the interviewer, just isn’t to bully the candidates. You’re there to uncover if they can do the project or not.
Invite the candidate by sitting, and indicate a chair. It stops them from worrying about whatever they should do.
Before the interviewer will normally lead an interview, they must:
Introduce the members with the interview panel and outline the process from the interview.
Explain broadly what the job interview is going to cover and who is going to ask questions. It is also necessary to explain what any alternative members with the panel will probably be doing: making notes, observing, or possibly adding supplementary questions.