Successful Recruitment Interviewing - Training course

Planning Powerful Interviews

As part of the selection process the Interview supports our goal of finding the best candidate based on the knowledge, skills, abilities, qualifications and experience.

We can ensure fairness by:

• Using consistent interview structure and criteria

• Treating all candidates fairly and equally

• Acting to remove bias from the interview

• Using a pre-selected range of questions to assess each candidate’s competencies and experience

• The interview is also an opportunity to present our organisation and its values positively

Central to the success of the interview is ensuring that the questions are mainly competency based and support the criteria derived from the job and person specifications. All this work must take place before the interview itself.

The CV / Resume

When reviewing resumes, evaluate the following points:

• a well-organized, concise cover letter

• organized presentation of facts

• experience as it relates to the open position

• skill competencies

• career progression and development

• large gaps in work chronology

• results orientation and accomplishments

Structured for Success

Most interviews are made of five stages – introduction through to the final close. The stages are Rapport; Introduction; Core questions; Confirmation of facts and Closing questions and agreements.

To create an interview structure, we need the following:

• Clear understanding of behaviours and competencies required

• The questions that will enable applicants to present the best information about their relevant abilities

• A rating approach to enable selection to take place

Closed Questioning

Used sparingly these can ease a candidate at the beginning of an interview, as they are simple, factual questions.

Open Questioning

Requires fuller information to be related rather than a simple “yes” or “no”.

Hypothetical Questioning

These questions are purposefully pitched to the future, usually in the form of “What would you do if…” and are seeking the reasoning and thinking that someone might bring to solve a problem.

Probing Questioning

Direct questions require specific responses. Combinations of “who; what; why; when; how” questions tend to result in more specific responses.

• “What led you to . . . “

• “What eventually happened?”

• “Looking back, what would you do differently now, if anything?”

• “What was the outcome?”

• “What did you learn?”

• “Give me more detail about what you did, please.”

Bias blind spot

We think we are less biased than everyone else. Plan for the possibility that we all have biases and need to proactively counteract them.