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Think
about the job specification. What specific skills are
you looking for, what experience is essential and what
is desirable? What are the main duties of your position
and what is the scope for career progression within
that role? What characteristics are you looking for?
Outlining specific requirements will help to define
your questions, and uncover relevant information. |
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Analyse
the CV and/or application form in advance: |
Important
but easily overlooked when time is at a premium. From
the applicant's written details, you can highlight strengths
and weaknesses. The CV may also emphasise any gaps or
issues that need to be addressed. From this, you can
decide on additional areas to probe. You may also want
to discover more about the companies that the applicant
has worked for, and their role within them. For instance,
if the position he held was that of supervisor, how
many staff where supervised and how did he feel about
that? How did he cope? How does he feel about supervising
even more staff? Or less? Use the cv to ask relevant
questions for the position. |
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Ensure
you have a detailed brief of the job specification |
Be
prepared for questions regarding this as well as the
company itself. If you are assertive in your response,
it will give the applicant greater confidence and trust
in you, and present you in a professional light. After
all, if this is the perfect applicant for your position,
wouldn't you like them to have the best impression of
you and the company? |
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To
get the most out of the applicant, it's important to
put him at ease. Choose a room where you won't be disturbed.
If it is to be held in your office, divert your calls
and ensure no one interrupts. Imagine how distracting
it will be for you and your applicant if the telephone
is constantly ringing or if there's a knock at the door.
An informal setting will also put candidates at ease.
Two chairs at a low table are far less threatening than
the barrier of a desk you aim to approach the interview
and the purpose of it. |
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Have
an agenda prepared for the interview. This will help
you keep to your time limit and keep you focused
on the questions you need to ask. Have a plan of
which questions you need to ask and when – formulate
a clear structure to which you can stick.
Before
commencing the interview, remember you will get the
most out of the applicant when they are feeling at
ease. You only have a limited amount of time to achieve
this. Introduce yourself, run through the agenda and
tell them how long you plan to take. Informing the
applicant of what to expect should help to put them
at ease. Ask permission to take notes, it is courteous
and won't alarm the applicant if you suddenly start
scribbling an answer down.
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Open
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Who,
what, where, when, how and why. Questions that explore
and gather a wide range of information |
Probing |
Specific
questions relating to details. Check information gained
through open questions |
Closed |
Look
for the answer to single facts, again used for probing
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Hypothetical |
Asks
'how would you feel if...' - leads the applicant to
think on a wider scale. Gives a feel for how the applicant
would react, although don't take their answer literally,
they may react differently in the event. |
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Leave
a lasting impression |
The
applicant is not the only one being tested during the
interview. It is critical that you make the best impression
possible. Applicants form lasting opinions of your company
from the interview. Shabby surroundings, a disorganised
interviewer, or constant disruptions all reflect badly
on the company. As soon as you meet the applicant you
are portraying an impression of that company. To exude
the desired image be organised, well-presented and on
time! Reflect the efficiency you are looking for in
your applicants. |
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Closing
the interview leaves them with their final impression
of you. Invite the applicant to ask questions. He
may need clarification on issues or you may not have
covered an area of interest for him. Explain what
is to follow next – outline a timescale detailing
when you expect to make a decision and when the applicant
will be notified. Discuss the interview process.
Will there be a second or third interview, will there
be a panel interview, can they expect any tests? |
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And
finally? |
As
soon as you finish the interview, make a quick summary
of what you thought, felt and any key points. Outline
how you left things with the applicant. It's amazing
how much you can forget if you don't do this, especially
if you're interviewing more than one person in a day.
This will help you when you make your comparisons
for second interviews or for that all important job
offer.
So
– next time you're interviewing a selection
of applicants or even just the one, there is no excuse
to rush in sweating with absolutely no preparation!
Think about the way you want to interview, analyse
the CV and job spec, decide what you want to ask
and how you want to ask it. Consider the impression
you make and take notes.
With preparation, you'll become a more successful
and efficient interviewer.
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