Introduction

The interview is a powerful factor in the employee selection process. The interview is extremely important. The interview remains your key tool in assessing the candidate's cultural fit. It is also the tool you can use to get to know your candidates on a more personal basis.

Click here to view a video on how to conduct an interview.

Set The Candidate At Ease

• Give the candidate the right start by ensuring that s/he is relaxed.
• Ask the candidate to relax; e.g. you may take off your jacket
• Ask the candidate to take all time s/he needs.

Explain the process in terms of:

• Structured questions
• Panel take turns to ask questions
• Notes shall be taken
• Introduce yourself and the panel members.
• Do not intimidate the candidate with your credentials or title.
• Give your first names and department.
• Have nameplates on the table in front of you, for the candidate to remember your names more easily.
• Probe for more information without being interrogative.
• Avoid the use of ‘why’ as much as possible, as it can be intimidating and can thereby illicit defensive responses
• Allow the candidate to shelve difficult questions for later.

Behaviour When Conducting The Interview

• Show interest in the candidate.
• Always listen attentively.
• Give candidate a chance to express him/herself.
• Be friendly and imagine that you were the candidate.
• Encourage candidate to talk, by nodding and ‘mmm’.
• Be relaxed, as your tension may negatively affect a candidate.
• Although you may be reading the questions, try to sound as natural as possible.
• Maintain eye contact with the candidate.

Avoid The Following Behaviour When Conducting The Interview

• The panel should not whisper among themselves – it could raise suspicion with the candidate.
• Avoid jokes that do not involve the candidate.
• Do not look at the candidate in an intimidating manner – be self-aware.
• Do not show agitation or boredom.
• Do not make gestures of disapproval.
• Do not use leading questions.
• Do not create expectations in the candidate, by being overly excited over the response from the candidate.
• Do not pre-judge a candidate.

Click here to view a video on top interview mistakes.

Click here to download a template of an evaluation grid.