An interview can be stressful for a candidate. How can you, as a potential employer, ensure that you get an accurate impression of the candidate and their work experience during the interview?
First, make a list for yourself based on the candidate’s CV, with what you want to know about this person. This is an efficient way to start up the conversation and you avoid the risk of a number of questions going unanswered. This preparation does not need to take long, five minutes is often sufficient. Candidates also prepare for interviews. You can expect that they have spoken to others about the company and the position or have looked up information via the internet.
The job interview
An effective job interview saves considerable time and money. A good job interview can be kept shorter and the right candidate will be integrated into the organisation much faster. In short, it is also worth the investment of the employer to properly prepare for a job interview.
Some interview tips:
Put the candidate at ease
It is essential to make sure the candidate feels comfortable. Not everyone is the same, some people find it easy to cope with the stress of an interview, but a large number of candidates are quite nervous at first. This means that initially, you are not necessarily ‘speaking’ to the person who wants to work within the organisation.
Talk about the company and the function
Initiate the interview with a short explanation about the company and the department. Do not fully elaborate on the content of the position and the expectations. Instead, pick up on this aspect later in the conversation once you have talked more about the candidate’s experience. By doing so, both parties can get accustomed to each other.
Discuss the CV and work experience
There is a reason that this person has been selected for an interview. Briefly review the CV and ask questions about previous employers. Also ask more about experience, based on the work descriptions.
Besides knowledge, personality is important
When selecting a new permanent or temporary employee, not only knowledge and experience counts, but also whether the person fits within the team. The ambitions of the candidate are also important – do they fit with the organisation? Be clear about this with the candidate to avoid any disappointment later.
The function itself
Only discuss the specifics of the position in the second half of the interview. By then, you should have answered most of the questions on your pre-prepared list and already have an impression of the person. At this point, the candidate’s experience, the processes they control and whether this is sufficient to fill the position, will also be relevant.
Discuss the working conditions
In order to avoid misunderstandings later in the process, it is better to discuss the employment conditions early in the process. In addition to the primary salary, do not forget to discuss the main secondary conditions. Assume that with a salary band, the candidate expects to be top of the band! As an employer, you can easily also ask how much someone expects to earn, to manage expectations early.
Finish by explaining the further procedure and timelines
Check whether the candidate has questions. Just as an employer invites several candidates to an interview, candidates often have several applications. Keep in mind that good candidates often have a choice. The conversation can be brought to a close by explaining the next steps and expected timelines. The candidate will appreciate hearing when feedback can be expected and what a possible follow-up procedure is.