Interview Tips - How to Conduct an interview
You have advertised your job and gained suitable candidates for interview. How will you find out if they are right for your business and whether they fit into your team? In what style will you interview your potential candidates?
Keep your approach professional and well organised and you should succeed in hiring the candidate of your choice.
Popular interview styles:
Telephone Interview: When following up the candidate’s application process, advise a date and time that you will call them and include details on the expected length of the call and some questions you might ask. Use this opportunity to see how easy they are to talk to and how enthusiastic they sound about the role.
Face-to-face: The most common interview style; usually conducted by one interviewer, the manager or owner, at the business offices. Choose a space that is comfortable for you and the candidate, has the necessary amenities and is easy to locate.
Panel Interview: In larger organisations, particularly for managerial or director roles, an interview led by a panel of key business stakeholders is the preferred option. A fantastic tool if you need a second opinion after your initial interview, or wish to discuss the candidate with other managers.
Group Interview: Fondly used for sales roles, this is a method to filter out candidates who might not be as confident as their counterparts. Usually spread out over the course of a day and utilised by big businesses looking to hire large numbers at the same time.
Sequential Interview: Think ‘The Apprentice’! In the final round just before the final task, when they all have to give their business plans in and are then grilled on different aspects of their plans and personality by four different interviewers. An unusual interview style, but it might work for your business.
Lunch / Dinner Interview: Quite an informal interview style, more often used for head-hunting tactics where a ‘chat’ about potential opportunities is the aim of the game.
Video interview: Especially useful for first and even second round interviews. You can setup an automated questionnaire video interview that candidates can complete in their own time, or you can conduct the live interview yourself. Global businesses interacting with teams internationally would find this a useful exercise to see how a candidate comes across via online communication.
Speed Interview: Speed dating, but for jobs! Most suited to recruitment fairs where many employers wish to meet lots of candidates, it allows both parties to evaluate each other quickly for little time and cost.
Now all you need to do is think about what to ask your potential employees. Next week we look at interview questions.