Interviewing is about providing the right environment to allow someone to perform at their best. It is also about ensuring you make objective judgements on their ability to do the role, in line with your identified Essential Criteria.
Prior to the interview, hiring managers should ensure that reasonable adjustments, for applicants who requested this, are in place. You should not ask any further questions with regards to this as it could be used to allege that you may have discriminated against them if they are not appointed to the role. See also Legal Considerations
For the candidate, the interview is an opportunity to:
- ask questions and find out about the job and the organisation
- decide if they’d like to take the job.
For the hiring manager, the interview is an opportunity to:
- describe the job and the responsibilities the job holder would need to take on in more detail
- assess candidates’ ability to perform in the role
- discuss with the candidate details such as the recruitment process if they were appointed (references, medical clearance, DBS)
- give a positive impression to the candidate of Mole Valley and potentially discuss the benefits that we offer.
Structuring the interview can help improve its ability to predict performance in the job.
A ‘structured interview’ means that:
- questions are planned carefully before the interview
- all candidates are asked the same questions
- answers are scored using a selection matrix
- questions focus on the skills, attributes, experience and behaviours needed in the job.
There is a risk, however, that this means an overly rigid approach in which there is little opportunity to ask the candidate supplementary questions and the candidate does not feel at their ease. So a balance needs to be made.
Things to think about prior to and during the interview:
Ensure the room is comfortable and appropriate for the type of interview (water should be provided)
Positive and open body language
Alternate note taking
Be care not to offer too many prompting questions (you could agree this beforehand)
Give the candidate an opportunity to ask questions
Manage the candidate’s expectations surrounding when they are likely to her back from you
Make sure you schedule in a wrap up session after each interview / at the end of the day when the interviews and notes you have taken are fresh in your mind so you can come to an agreement on who to offer promptly. Please use this interview scoring matrix.