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Effective Interviewing Techniques

To support sustained growth for businesses of any size, ensuring the organisation is made up of those individuals who support the shared values and goals, is of critical importance.

In finding such individuals, businesses have to embark on recruitment. This can take the form of advertising a role on your own channels, using a third party recruiter or even through word of mouth.

Once suitable candidates have been identified, a business may choose to conduct a series of interviews, where both individuals have the opportunity to communicate and establish whether there is a ‘good fit’.

Interviews can take many forms. Traditionally, a formal, face-to-face meeting with key decision-makers within the business was the norm. However, since the advancements in technology, interviews can take place using video calls, within digital meeting rooms or over the phone.

So how to approach an interview from the employer perspective? Read our top tips below to conducting a successful meeting, ensuring you get the very best from your candidate whilst remaining a positive ambassador for your brand.

Preparation Is Key  

  • Give the successful candidate a minimum of 3 days to prepare for the interview (more if they are given a task to complete prior to meeting).
  • Conduct your own research on the candidate – through their LinkedIn profile, social media and their wider digital presence.
  • Really delve into their CV and/or covering letter – how does their experience marry with what your business needs?
  • Prepare specific examples from their career history, that you can ask them to elaborate on further.

Adopt The Right Tone 

  • Building a rapport with the candidate will help them relax and eliminate any emotional barriers such as nerves, which may mask their true ability.
  • Aim for a helpful and friendly, yet professional manner.
  • Look for common references, such as experience, geography or interests.
  • Make notes throughout the discussion, to give the impression that their thoughts and comments are valuable.
  • Refrain from filling silence, talking over the candidate or hurrying their answers along.

 Guide The Conversation 

  • Look for opportunities to repeat key statements from the candidate, allowing them a moment for reflection and the time to formulate an elaboration or more considered reply.
  • Support positive statements with subtle nods and other non-verbal means of reinforcement.
  • Towards the end of a particular segment of questions, a useful summary of what has been said can be helpful in signposting where the conversation could lead to next.
  • Use questions to guide the candidate down productive routes of conversation.
  • When the desired answer isn’t received, rephrase the question, putting emphasis on the required information.

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