The Art of the Interview
The Art of the Interview
What companies often overlook is that interviewing is as much a chance for the company to sell the merits of joining their team as it is about finding the best person for the role. An interview is a one of company’s first chances to demonstrate the culture that the new employee should expect to see in the workplace which will help the candidate to decide whether or not the role or company is for them. An interview that misses this chance can mean the best candidates slip through your fingers.
A poor interview, with un-prepared interviewers, badly worded questions or questions that are irrelevant to the role are mistakes that are commonly seen and lead to frustrations for both parties. Here is some advice drawn from the thousands of interviews Talent ID has participated in:
MAKE SURE YOUR QUESTIONS HAVE MEANING
Creating a two-way exchange that draws out real experience from the candidate will help you to evaluate the value the candidate can add. An interview is not a chance to trip people up or find fault but the opportunity to receive information that will help you make the best decision for your company.
UNDERSTAND WHAT IS IMPORTANT AND WHAT IS SUPERFICIAL
An interview calls for in-depth questions which allow the candidate to clearly demonstrate the skills and experience they have that will add value to the role. Whilst the interview is also a chance to see how the candidate prepares and presents themselves, these more superficial aspects should play a smaller part in the final decision making process.
GIVE CANDIDATES A CHANCE TO SUCCEED
It is beneficial for both parties if candidates are given a chance to prepare by telling them beforehand what the interview format will be and who will be at the interview including their roles within the company. There is nothing more disappointing than a candidate who you know could excel at the role, but is so nervous that they don’t succeed at the interview. The role of the interviewer is to also put the candidate at ease. A skilled interviewer can coach the interviewee through nerves and mind-blocks enabling them to portray their skills in the best way possible.
LET THE INTERVIEW EVOLVE
It’s ok to go off script, you’ll have your set questions and format to follow, but as the interview evolves and discussion ensues there will be other questions pop up. These ad-hoc questions can be the best as you’ll often get more from these answers than your original questions. By being inquisitive you’ll learn something extra about the candidate and get past their pre-prepared answers. You really want to get to the point where the candidate is relaxed enough that their personality is starting to shine through.
YOU MUST BE PREPARED TOO
Interviewing is just one part of the recruitment process, but it is often overlooked. It is such an important part of the process and the first real opportunity for both parties to verbally sell their attributes. So often the HR department do their job by screening applicants and pass on to line managers to interview, who may have received little training on how to conduct an interview, or the interview process may be left to the boss where in a small business environment, it could be a completely foreign process to them – this is where we often see poor and costly recruitment decisions made.
Interviewing really is an art – a combination of preparation and intuition, conducted in the right manner provide rewarding outcomes for both parties. Talent ID is both trained and experienced in conducting interviews and can support you by providing training, sitting in on the interview or conducting it for you.
Please feel free to talk to us about this by calling 0800 850080 or emailing kellie@talentid.co.nz
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