How To Interview Someone For A Job (Part 2) | How To Structure And Control An Interview
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Last week we looked at how to plan an interview. In the second of our four part series on interview tips for interviewers we will look at how to structure and control an interview.
Structuring an Interview
1. Introduce interviewers and explain the format of the interview.
2. Check that the candidate is clear about the job and give information about the organisation and the terms and conditions of service.
3. Ask the candidate to explain his/her interest in the job and suitability for it.
4. Clarify information in the candidate’s application form or CV.
5. Seek additional information about the candidate’s skills, experience and other details relevant to the person specification.
6. Ask the candidate further questions in order to assess the extent to which s/he meets the criteria in the person specification.
7. Give the candidate an opportunity to ask questions or to add any points or further information.
8. Tell the candidate when to expect information on the outcome.
9. Thank the candidate and close the interview.
Controlling an Interview
These points provide a good framework for conducting effective and consistent employment interviews. However, in order for it to help you obtain the information you need to make a sound employment decision; you must have control over the interview.
Establishing and maintaining control of the interview requires effective listening combined with good questioning techniques. You need to bear the following points in mind:
- The key to effective listening is for you to do minimal talking during the interview.
- After establishing rapport and describing the job and its requirements to the candidate, let the candidate do most of the talking.
- It is important that you pay attention to the candidate. Do not let your mind wander or think ahead to the next question instead of listening to what the candidate is saying.
- Occasionally, restating a candidate’s reply or observation in your own words may be useful.
- As noted previously, it is always a good technique to ask questions that require more than a simple “yes” or “no” answer. Your questioning should encourage the candidate to communicate information that will shed light on his or her capability to perform the job effectively.
