We all know that when you do not get the recruiting right, it can result in many negatives, including financial loss. So how do you ensure that you recruit the right employee? The first port of call is to conduct an effective interview. This will allow you to determine if an applicant has the right skills, qualifications, knowledge, abilities and personality to meet the requirements of the job functions and the corporate culture – in other words, will the candidate be able to do the job and will they fit in, is their attitude and values aligned to that of the company?

So how do you conduct an effective interview? There are four simple steps:

1. Prepare for the interview:  As with all avenues of life, the more you are prepared, the better you are. The same goes with an interview. If you are not prepared, how can you determine if the candidate is best suited to the job? Firstly, read through the applicants CV thoroughly. Think of potential questions that you could ask the applicant based on their CV. Write down what you would like to put across regarding the company, benefits, corporate culture and of course the position on offer. Book an interview venue. Ensure the applicants CV is printed out and that any other colleagues who are attending the interview have the applicants CV. Discuss potential questions with your colleagues. 

2. Interview Questions:   In a job interview, the most effective manner in which to determine if the applicant has the specific skills and traits required to successfully perform the job is through Behaviour Based questions.  It is a very simple technique that we will go into more detail about in another article. In summary however, the technique is based on past behaviour being the best indicator of future behaviour. The interview questions are based around the key characteristics, knowledge, abilities and behaviours needed for the position on offer. The questions are composed in a way as to ensure the candidate answers by giving specific examples on his past performance, not just their theoretical knowledge. 

3. Conducting the Interview:   Ensure the applicant is welcomed at reception and is escorted through to the interview venue. Introduce yourself and your job title, as well as any other colleagues that may be present. Allow the candidate to introduce themselves. Begin by explaining the format of the interview, as well as how long it should take. Offer a brief explanation of the company, including what it does, its size, and growth going forward. Discuss the position on offer, including any career progression possibilities. 

Allow the candidate to speak freely and try to ensure the atmosphere is relaxed enough that the applicant’s personality is able to show. Always listen carefully to their responses and probe deeper where needed. Take notes that you can refer back to at a later stage. Pay attention to the applicant’s manner of speech, how respectful they are, how much do they know about the company, how prepared are they, their ability to converse and engage with you, their personal style, their attitude and their values. This will give you further insight in determining whether they are best suited for the role and organisation. 

4. Concluding the Interview:   The best way to conclude an interview is to ask the applicant if they have any questions. This is critical as it will allow to see how interested they actually are in the role and the company, and if they paid attention during the interview. Thank the applicant for taking the time out to come and meet with you, and let them know when they will find out what your decision is. 

Once the applicant has left, try to spend some time going through your notes and determining whether this candidate is right for carrying on the recruitment process with.