Employers' Checklist for Job Interviews
Introduction
Here we discuss how employers prepare for job interviews, how best to structure the interview, how to keep interview records.
What are the different types of interview format?
There are several different types of interview format:
One-to-one - a standard interview with one candidate and one interviewer.
Phone interview - often used for screening or initial interviews if candidates live far away or if there is a large number of applicants.
Video interview - usually a face-to-face interview carried out via an online service such as Zoom or Skype.
Group interview - a group of candidates are interviewed together. This enables the interviewer to see how they interact.
Board or team interview - candidates are interviewed by several interviewers at the same time.
Observation interview - candidates are evaluated during a presentation or while performing a task.
Most of these interviews can be carried out on either a formal or an informal basis. Formal interviews involve asking planned questions to assess candidates against specific selection criteria. Informal interviews are less structured and allow the interviewer to get to know candidates' personalities but may not enable fair comparisons to be made between candidates.
Scheduling interviews
Candidates should be given as much notice as possible before their interview time, and letters or e-mails inviting people for interview should tell the candidate:
That they are being invited for an interview.
Where the interview will take place.
When the interview will take place and how long it is expected to last.
Where they need to report and who to ask.
What, if anything, they should bring with them.
Whether they will be expected to do a test or presentation as part of the interview.
Whether expenses will be paid.
Whether they need to confirm their attendance.
Who to contact in the case of a problem.
The letter should also ask the candidate whether they need the employer to make any 'reasonable adjustments' so they can attend the interview. For example, whether the interview room needs to be accessible to wheelchair users.
Pre-interview preparation
There are a number of things to do to prepare for conducting an interview:
Prepare the questions. Interviewers will have some specific questions relating to each candidate's skills and experience, but they should also have a range of general questions that they will ask every candidate.
Prepare the interview room. It is important to have somewhere suitable to conduct an interview. Think about the size of the room, the seating arrangements, the lighting and so on.
Analyse the details of each candidate. Prior to an interview, the interviewer should reread the CV and application letter provided by the candidate and, if necessary, jot down questions or mark areas for further investigation during the interview.
The interview structure
It is important that interviews follow a structure. This ensures that the time available is used in the best possible way and all relevant areas can be covered. It also makes it easier to ensure that every candidate is given the same opportunities to present themselves and their experience and suitability for the job.
Interviews should be broken into stages, for example:
Welcome - the candidate should be put at ease and have the structure of the interview explained to them.
Overview of the business and the job on offer - the interviewer should provide background information on the business, including its products and services, objectives, organisation and culture. They should clearly state the tasks involved in the job.
Interview the candidate - it is important that interviewers use open-ended, specific questions about the candidate's background in order to probe further into his/her experience and qualifications.
Offer time for questions - the interviewer should give the candidate the opportunity to ask their own questions, if they have any.
Close - the interviewer should finish the interview by asking the candidate if they have anything to add, and then explain the next steps in the selection process if this has not already been covered.
Avoiding discrimination
It is important for interviewers to make sure they do not ask something that could be considered discriminatory on the grounds of sex, age, disability, sexual orientation, marital status, pregnancy, race, religious beliefs or gender reassignment.
Interview records
As well as reactions to a candidate's answers to questions, interviewers should record other, more general impressions of how well the candidate is suited to the job, such as enthusiasm, self-confidence and communication skills.
A scoring system that gives a score to each candidate for each of the requirements listed in the job specification can make it easier to reach a decision. Scoring should be on the basis of scales determined prior to starting the interview process, and interviewers must be careful to ask each candidate identical questions. The scores can be recorded on an interview rating form to ensure the records are consistent for each candidate.
Contact Ashored for help and support with employment legislation.
