Prepare for the Interview: There is need to identify a suitable place to conduct the interview. This will generally call for a private place where telephone calls are not accepted, so as to minimise interruptions. Before the interview, panellists need to carry out a review of the candidate’s application form and resume so as to identify any areas that are vague or that may highlight weaknesses or strengths. It is sad to note that research has indicated that candidates who attend interviews have noted that most interviewers are unprepared or unfocused.
It is essential therefore, for the interviewer to have knowledge of the job and the specific skills and traits which one should be looking for. The problem with many interviewers is that they fail to unearth the best candidate due to the fact that they are unprepared. Most of them end up asking questions such as “What are your strengths? Why did you leave your last job?” What is important is getting into the interview session with a set of specific questions that focus on areas to do with experience and the requisite skills the ideal candidate must possess.
Establish rapport: The main reason for the interview is to find out a lot about the applicant. This can only be achieved through ensuring that the applicant is at ease so as to enable them to showcase what they are able to do. This could in the form of the kind of questions that you ask as you kick start the interview. It is also essential to take note of the status of that candidate. For example if one is unemployed or has been out of employment for a long time, they tend to be nervous and this requires that you take additional steps to make them relax.
Ask questions: The interviewer needs to follow the list of prepared questions. As you do so there is need to avoid questions such as those that call for a yes or no answer; do not try to put words into the candidate’s mouth and avoid interrogating the candidate as if he or she is a criminal. There is also need to avoid having the candidate dominate the interview.
As an interviewer, you also need to do your best in trying to draw out the applicant’s opinions and feelings, as well as listening to the candidate so that you are able to encourage him or her to express thoughts fully. When you ask for general statements of the candidate’s accomplishments, always ask for examples.
Close the interview: before closing the interview, it is recommended that you leave time to answer any questions the candidate may have. The interview must be concluded on a positive note. There is need to inform the candidate of the next step in the recruitment process mainly to do with the issue of when they can anticipate to hear about the outcome of the interview.lReview the interview: Once the candidate leaves and while the interview is still fresh in your mind, review your notes and complete the interview guide. Reviewing the interview shortly after the candidate leaves also helps to minimise snap judgements and negative emphasis.
Paul Nyausaru is human resources practitioner. Views contained in this article are personal. You can contact him on email email@example.com or firstname.lastname@example.org