Applicant Tracking System (ATS) Background Checks Branding Employee Referrals Internships Interviewing Job Boards Job Descriptions Job Posting (Advertising) Legal Aspects (Hiring & On-boarding) Metrics Offers Policy & Procedures Post-Offer Activities Pre-screening Recruiting Agency/Firms Reference Checks Relocation Resumes Social Media
Applicant Tracking System (ATS) Background Checks Branding Employee Referrals Internships Interviewing Job Boards Job Descriptions Job Posting (Advertising) Legal Aspects (Hiring & On-boarding) Metrics Offers Policy & Procedures Post-Offer Activities Pre-screening Recruiting Agency/Firms Reference Checks Relocation Resumes Social Media

Interviewing

Guide

When seeking the right individual to fill a position, it takes more than a brilliant resume that ticks all the boxes. Employment interviews give recruiters the opportunity to discover whether an individual is the right fit for an organisation. Through interviews recruiters can ask questions and get direct answers that reveal personality and qualification attributes.

Types in Interviews

Interviews fall into two key categories being unstructured and structured interviews. From these, the objective of the interview will determine the way that the interview is carried out. The objectives could include evaluating behaviour, situational analysis as well as reviewing competencies. Methods include face to face interviews, telephone interviews and panel interviews.

Face to face interviews entail a single interviewer with the candidate. Panel interviews will have more than one interviewer interacting with the candidate. Telephone interviews are an option where physical distance or time may limit the ability to meet face to face. They can be done through a traditional call or the more popular video call.

When interviewing candidates for employment, it is important to know questions that can be asked and those that are not good options. Any questions that reveal bias or discrimination should be avoided. For this reason, preparation is essential with questions within an interview guide for employers. This way, the process will give the result that they are seeking.

Interview Techniques for Employers

It takes much more than putting an applicant in a room and asking them questions for an interview to be successful. There are various techniques that ensure excellent results and they include the following: –

  1. An enclosed and private space to limit interruptions during the process and in focus as well. Applicants can get the wrong impression of an organisation as interruptions communicate a lack of professionalism.
  2. Countercheck all the key facts at the beginning of the interview. This means confirming key details like experience, education and skills to see that they match the resume.
  3. Interviews require interviewers to ask questions and answers given on the part of the interviewer. In addition, the candidate in the interview should have the opportunity to ask questions as well so that they can ascertain that they are the right fit.
  4. Set a time limit for the interview, as this will guide how many, and what type of interview questions will be asked. Questions should also be as open ended as possible to spur discussion and get clear opinions.
  5. Read body language as much as the answers that are shared. Body language can easily communicate truth, confidence, self-assurance and ability to engage. It also allows one to read between the lines of all the answers shared.

The importance of the interview process should not be underestimated. It opens up the organisation and creates excitement for the candidate, while also building connections with the applicants. The process also ensures that the correct candidate with the best qualifications is given the right job. Interviewing candidates for employment is one of the most professional steps that any organisation can take when building up a team.

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