Take time to prepare
Being prepared and on time for your interviewee is essential. Ensure that you are interviewing in a comfortable, quiet environment. The ideal environment is within a company owned location. This enables the candidate to have exposure to the business and helps them identify with the culture of your organisation. Read their CV prior to them arriving, highlight any areas of interest or concerns that you may wish to discuss. Check out their online profile, if they are a senior candidate they should be on LinkedIn, you may learn something new about them.
Make the candidate feel welcome
The candidate may be nervous. It is essential that you make them feel comfortable. Offer them a drink, introduce yourself and start out with light sociable conversation. Before commencing the interview inform them of the structure and your objective.
Adopt competency based questions
The objective of your interview is to identify the skills but it is important to identify the cultural fit of the individual. A competency based interview can provide valuable insights into an individual’s preferred style of working and will help you to identify how they may respond to situations within your work place. However, ease the candidate into the tough questions and give them the opportunity to warm up so that you can get the best from them.
Sell the company
As an interviewee you are acting as an ambassador for your employer’s brand, make sure you sell the benefits of joining your business. During the interview gain an insight in to why the individual is looking to leave their job. Learn what excites them and what they want to achieve in their next career move. If you are able to meet any of this criteria outlined by candidate make sure you inform them of this. It could be something as simple as meeting the needs of a more sociable environment or free parking that encourages a candidate to join your business.
Qualify the facts
If you feel that the candidate has interviewed well and could be a potential fit for the business make sure that you qualify the facts. You need a full break down of their remuneration and their salary expectation. You need an understanding of where they are with other job applications, their notice period and their availability to attend further interviews should this be relevant. If you identify any obstacles that may prevent you being able to offer the candidate or secure their interest be prepared to discuss this with them. This will ensure that you don’t waste your time or theirs committing to a process that cannot provide a positive outcome.