top tips interviewing techniques why we interview planning and preparation Remember, you can never have too much information about a candidate.

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1 interviewing techniques why we interview Interviews are so much more than just finding out what a candidate can do, it enable us to: Gain an insight into their experience and skills - so we can make a business decision and match them to the role. Assess their abilities - to be able to advise them on potential fit for the role. To understand their motivators - what are they looking for. Gathering as much information as possible - gain insight into the market planning and preparation With any interview, whether it is on the phone or face to face, the success of it begins with the preparation and planning prior to meeting the candidate. Once you have defined the objectives of the interview, you can then effectively plan the interview. Things to do before the interview: Review the CV before the interview. Discuss the candidate with a colleague if you are interviewing together Ensure you have an appropriate place organized to hold interview Print off the interview form. Remember, you can never have too much information about a candidate. AUSTRALIA recruitment.au@ubteam.com NEW ZEALAND recruitment.nz@ubteam.com

2 introductions A mixture of the environment, body language and opening words builds rapport between a candidate and a potential employer. Many interviews go wrong in first few moments. Therefore the opening of an interview is fundamental. Initial contact should be professional and warm. build rapport The best way of doing this is: Introduce yourself. Greet the candidate warmly using their name. Explain the interview purpose and process the interview During the interview it is important that you collect, confirm and clarify the information they provide you. Collect any additional information, confirm information in the resume and clarify the candidates experience and suitability for the job using the following tips: Candidates should do 70-80% of the talking. Guide and control the discussion. Keep the candidate focused on the questions. Listen carefully. Maintain objectivity. Be mindful of EEO discrimination policies. Record all main points so that you will remember for later. Begin by asking easy questions and build to more difficult ones. You must avoid biases at all times, remembering that at the heart of any interview is INFORMATION; this is not the same as presumption. It is essential that you are able to extract information through open questions and by keeping an open mind. experience review This area covers off the candidates: Career history to date. Areas of responsibility. Qualifications. Specific experience. Key achievements.

3 questioning techniques competency based questions This is where you would establish level of skills and experience, by asking for examples and obtaining proof. Example Competency Areas: Leadership. Time management. Teamwork. Communication. Decision making. Planning and organisation. Initiative. Problem solving. Creativity. Competency based questions typically begin with: Give me an example of when... What would you do if Explain to me a time when Use of S.T.A.R: Describe a SITUATION where? What TASKS did you have to carry out? What ACTIONS did you take? How did the RESULTS turn out?

4 motivator questions This is where we learn about what they want so we can identify suitable positions and sell to them. It is also worth noting people change their minds as their expectations and circumstances change. It is worth finding out what other jobs they have looked at and what they thought of them. Examples: What are you looking for? What would your ideal job be? What are you flexible around? What have you thought of the interviews you have been on? Reasons for leaving current job What sort of role don t you want to hear about What would you not accept as a salary? open questions Encourage the person to talk broadly about a topic. Identify needs and feelings. Relax people. Encourage flow of conversation. Establish facts and opinions. Create rapport people love talking about themselves! How are you finding the job market at present? What kind of jobs are you looking for now?

5 probing questions To explore a point in more detail. To obtain the necessary facts and evidence. To dig deeper into the information you have gathered. To gain clarification i.e. If I can find you XYZ when could you start? What are you looking for in your next position? How much experience do you have in running a project from conception to completion? closed questions Helps us close a candidate getting a straight yes or no, if they say yes they are closed. Gather specific information. Clarify a point/confirm facts. Control a meeting e.g. an over talkative candidate. Are you looking for a role closer to home as a priority? Have you ever had the title manager?