A job interview is an important step in the employee selection process for organisations when looking to hire for a new or existing role. However, many forget that preparation for the interview is just as important as the actual event itself.
Here at Solutions 4 Recruitment, we’ve collated some useful tips and techniques we’ve found effective for clients during the hiring process. Take a look below and see what you think.
Check out your candidates on LinkedIn
Depending on the size of your organisation and the role you’re recruiting for, you may receive several or several hundred applications. If the latter, do you realistically have the time to sift through every single CV and cover letter in detail?
Try picking out a few CVs that catch your attention and search their profile on LinkedIn. The professional network can help you gain a better insight into the candidate, such as their business connections and any skills they’ve been endorsed for.
Use telephone interviews to save you time
If you’re a business with a high amount of applicants for a role, holding initial telephone interviews with some or all of your candidates can help you narrow the list down before holding any face-to-face interviews.
Every CV and cover letter is unique and some may be denser with information than others. Telephone interviews can help clear up any gaps in their CV and questions you might have, particularly if you are unsure of inviting them to an interview in person.
Remember, telephone interviews are supposed to be short, so only ask necessary questions that fill any glaring gaps or address potential concerns. Save the more in depth ones for the face-to-face interview, should they proceed to the next stage.
Create a structure for the interview
A candidate shouldn’t walk into an interview unprepared, and the same goes for the employer. Having a structure to an interview will ensure you cover all the information you require from the candidate.
Before you jump into the questions, it’s beneficial to the candidate to outline the company, its history and what the role involves.
Following this, get started with your prepared interview questions; which should consist of open-ended questions, giving the candidate an opportunity to ‘sell themselves’.
If you’re unsure of which questions to ask the candidate, take a look at some examples here: https://www.solutions4recruitment.com/blog/interviews-jobhunting/top-10-questions-ask-candidates-interview.
Show professional courtesies
If the candidate arrives early to an interview, you may want to give them a tour of the workplace or introduce them to other team members. Seeing how they would fit into the existing environment is important for your workplace dynamic, allowing you to interpret their level of enthusiasm to work for you.
Like it is for the candidate, it’s also vital that you, as the interviewer, are on time. If you’re holding more than one interview in one day, schedule them far enough apart from one another to prevent over-running into someone else’s time. This will also give you additional time to write up any last minute notes before interviewing the next candidate.
Assess their body language
In addition to looking for appropriate dress and good eye contact, you should also be aware of the candidate’s body language. Did you know that that body language is responsible for up to 58% of human communication?
You can learn a lot about a candidate by studying their posture, facial expressions and gestures. It will tell you a lot about their enthusiasm for the role, something which could be crucial for customer-facing roles, in particular where positive body language and communication is a necessity.
Take a copy of the candidate’s CV into the interview with you and highlight any sections that you wish to discuss in more detail.
We would also recommend having a pen and paper to hand to make notes of the candidate’s answers to your questions, as you may find it difficult to remember everything that was said, particularly when interviewing a large selection of people.
The interviewing process can be a lengthy experience for employers, particularly when tasked with sifting through hundreds of CVs. Get in touch with the S4R team to discuss your recruiting needs for 2019. Call us on 01489 890 276 or email firstname.lastname@example.org.