Successful Recruitment Interviewing - Training course

Prepare Effective Interviews

What is the purpose of the interview?

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.

How can we ensure fairness?

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 working with CVs and covering letters, the candidate will be ready to answer questions about the points raised on their CV. But, the problem here is that their structure is now directing the flow of the interview.

Since interviewing to the CV is not aligned with the interview plan, some organisations send a supporting form asking for standard information to ensure all candidates provide information that can be directly compared.

Before the Interview:

Check the CV for gaps, inconsistencies and changes in career path. Be clear on their application basics so the interview can focus on your questions. Also, consider what the candidate may ask of you.

When reviewing CVs, evaluate the following points:

       ·          a well-organised, concise cover letter

       ·          organised 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

Be sure to acknowledge all written inquiries in a timely fashion.

Working with Job Descriptions and Person Specifications

The biggest mistake made by employers is not investing time in creating or re-evaluating the role that they will interview for. It is important to produce a thorough, detailed and accurate Job Description and Person Specification before the recruitment process takes place so that the interview will be effective. (www.cumminsmellor.co.uk, 2009)

Too many employers produce a standard job description which has remained on file and unaltered for a long period of time. An updated job description will provide an excellent basis for the recruitment process, defining the Person Specification for creation of the competency question creation and indeed for ongoing assessment/ training of the new hire.

Putting together the Person Specification enables the employer to profile the ideal person to fill the job. It is important that the skills, experience and knowledge included are relevant so that the panel can fulfil the criteria. If criteria are not being met or fulfilled, every person will have a chance to interview and would become exhausting for the interview teams. 

Any criteria which are essential must be directly related to the job and must be applied equally to all groups irrespective of age, sex, race, age, nationality, religion, belief or disability.

Equality and Diversity

Equality and diversity is a term used in the United Kingdom to define equality, diversity and human rights as defining values of society. It promotes equality of opportunity for all, giving every individual the chance to achieve their potential, free from prejudice and discrimination.

Equality in the workplace simply means that all employees are treated equally, and none are discriminated against.

Diversity in the workplace means that the company actively welcomes people from a variety of backgrounds and reflects this attitude in its hiring policies and workplace culture. Equality is about ensuring everybody has an equal opportunity and is not treated differently or discriminated against because of their characteristics.

Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences.

However, the headings of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity are now to be known as 'protected characteristics'. To learn more, research Equality Act 2010 in a google search.

Employment Law Differences in Northern Ireland and GB

In practical terms most employees’ entitlements and obligations will be the same in Northern Ireland as in Great Britain. However, although the general employment rights will often be the same, the legal references may be different due to Northern Ireland’s specific legislation. For example, a reference in a contract of employment should be to the Employment Rights (Northern Ireland) Order 1996 and not to the Employment Rights Act 1996. Care needs to be taken with compromise agreements, because a failure to refer to the appropriate legislation may affect the validity of the agreement. More information on compromise agreements can be found in this factsheet: