Recruitment and Selection Part 3: Crunch Time: Interviewing and Choosing

Recruitment and Selection Part 3: Crunch Time: Interviewing and Choosing

Interviewing candidates can be stressful for both you and the interviewee. The key to success for both of you is good preparation.

You need to have:

• Interview questions written down and copied for each panel member
• A well-prepared panel which has read the written applications
• Clear evaluation parameters
• Enough time to interview each candidate
• Enough time to evaluate and discuss the candidates’ written application and interview performance

The Interview

Ensure that you try to make the candidates relax when they enter the interview room. Some general chit-chat about the weather or whether they found their way easily can help a candidate settle into the interview.

In the Fresh HR Insights eBook on Recruitment and Selection there is a list of possible questions you could use. Select a number of these, ideally matching them to your key selection criteria or align them to the key duties of the position description. You may also choose to ask a couple of hypothetical scenario questions based on incidents that commonly occur within your industry.

The candidates have already provided you with information about their qualifications. Your questions are to determine whether the candidate can problem-solve; whether they have the sort of attitude and/or values you are seeking; and whether they appear to be a good fit for your business. If it’s obvious that they’ve looked at your website, it could indicate that they are someone who likes to be prepared, is thorough in their approach or simply keen to be considered for the role. The way they answer your questions and their approach to the interview are also factors to take into account when considering your choices for your top candidates.

Be ready to answer any questions that they might have about in-house training or their induction process.

Before the candidate leaves, ask if you are able to check with their referees and ask if the contact details are still up-to-date.

During the interview, the panel members should take notes and, once the candidate leaves the room, the panel members should rate the candidate’s answers. This will make it easier to decide who has scored well during the interview itself.

 Making the Final Decision

Sometimes, it’s quite clear who the successful candidate is but at other times you may not be able to decide quickly. At those times, you could either talk it through with the panel until a decision is made or you could ask the top two or three candidates in for another interview. In the second interview, you could ask different questions and include more hypothetical questions. You might also like to take them on a tour of your premises or ask them to do a technical task relevant to the advertised position.

Before you notify the successful candidate, you MUST check with their referees.

 Reference Checking

Checking referees is critical. Sometimes a candidate may present themselves well in an interview but talking to their referees may give you another perspective on them.

After the interviews, you would generally only conduct reference checks for the top two-three candidates. Don’t just check with the referees of your preferred top candidate. If they do not accept your offer, it will be a smoother process to move to the next candidate and offer them the job. It could also provide you with key information about your top choices that helps you and the panel be clearer about your choice.

Ask each of the referees the same questions to ensure consistency and fairness. A final question that I like to ask a referee is ‘if you had the opportunity to hire them again, would you do so?’

It is surprising the number of candidates who do not check whether their referees’ numbers or contact details are current when they submit their application. Do not employ someone unless you have checked their referees first.

 What’s next?

You’ve taken time and effort to find the right candidate. It’s important for you to induct this person well to ensure their satisfaction and loyalty. Fresh HR Insights have created an eBook on Inducting your New Employee to ensure that you are well-prepared for this next step.  Make sure you download it.

For more detailed advice and HR support, visit Fresh HR Insights.