Environment. A quiet and comfortable environment, with no distractions, will allow you to get the maximum benefit for the time spent interviewing.
Tell the candidate a bit about your Company. They are also looking for the right fit, so share a few insights on what you enjoy about your company and its culture.
Read the CV beforehand. Knowing what is in your candidate’s CV empowers you to ask the right questions and check for the correct competencies.
Explain the process. By doing this you put the candidate at ease. It also looks professional. Ensure that you allow time at the end of the interview for the candidate to ask you some questions.
Choose questions in advance. Avoid Yes/No questions. Try to use questions that allow the candidate to think about the answer and elaborate if needed. We are fans of Competency Based Interviewing.
If you need notes, ask for assistance. It is easier to form an accurate opinion when you have a productive two-way conversation. If you would like notes, request a third party to sit in and assist with the note taking.
Body Language. Fifty-eight percent of communication is body language and you can learn so much about your candidate by studying their body language.
Understand what you are looking for. Don’t rely on the template questions exclusively and think about what you want to assess. Be conscious of the purpose of your question in line with the job specification requirements.
Avoid rushing to conclusions. It is important to allocate enough time for the interview. First impressions can be misleading. In the first five minutes it is easy to see if the person is confident; polite or well-dressed; however, take the time to ask your questions with an open mind. Only form your opinion / judgement at the end of the interview.
Hire to find the best potential! Look to your forward planning not exclusively your current need. BEST FIT!