Continued from Katherine Duff – Part 1
During the interview
- Give them enough time to answer your questions and allow for nerves, especially at the beginning
- Be prepared to repeat or rephrase your question if they don’t understand what’s being asked
- Encourage them to talk – although the interview is a two-way process, the candidate should be talking for roughly two-thirds of the interview time and the interviewer/s for one-third
- Remember the possibility of discrimination – stay away from questions about their age, their family circumstances and whether they are married or not
- Keep it relevant – stick to questions about the role and their skills and experience
- Use a variety of questioning styles, e.g. “tell me about a time when you did this” and “what would you do in that situation”
- Allow the candidate the opportunity to ask questions of you – either during the interview or at the end
What if the interview isn’t going well?
It does happen from time to time that the interview doesn’t go well. Perhaps the candidate is too nervous to give a good account of themselves or it may just be clear from the start that they’re not suitable for the position. This can be a tricky situation to judge but the following are situations when you should always aim to bring the interview to a swift close:
- If the candidate swears or gets aggressive
- If the candidate badmouths a previous employer
- If he/she gets upset or starts crying
- If it becomes very clear that they and the position are not compatible
At the end of the interview
- Thank them for their time in attending the interview
- Let them know what the next steps are and when they can expect to hear from you
- Show them out and shake hands with them when leaving
Following up after the interview
There are several possible outcomes after an interview.
- The candidate has done well and will either be invited to progress to the next step or be given a job offer
- The candidate has not done well and their application will not be progressed
- The candidate has done well but you are continuing to interview others and won’t be making a decision yet.
In all three of these outcomes, the candidate needs to be contacted with feedback. Although it’s tempting to only contact those who have been successful at interview, those who have not should still receive feedback. Constructive feedback is worth its weight in gold.
I hope that my interview tips have been useful and have perhaps even made it a less nerve-wrecking experience!