The interview process is designed to enable you, or members of your organisation, to be to establish the best candidate for the job. The interview should follow a structure that allows you to explore the candidate and should allow candidates to enquire about the organisation as well as the role. There are ten important areas to consider;
1. Skills – what are the strengths and weaknesses of the candidate? Ask for examples.
2. The organisation – ask the candidate why they are applying for the job. Probe a little further, and ask them their thoughts about your website.
3. Work history – make enquiries and try to ascertain whether the candidate has relevant skills and experience.
4. The role –what does the candidate already know about the organisation and the products or services that you provide. In particular ask how their experience will equip them to do the job.
5. Motivation – how would the candidate approach the role?
6. Ambitions – ask the candidate what their short and long term ambitions are.
7. Team working – ask them what qualities are evident in a team member and a team leader.
8. Can they think and act quickly? – ask them an unusual question. You should look for answers that are clear and succinct.
9. Personality – enquire as to any interests outside of work.
10. Ask the candidate if they have any questions. This will indicate just how much research the candidate has done – usually an indicator of the extent to which they want the job.
Following a structure like this should allow you to establish who the right candidate for the job is whilst allowing the candidates to find out more about your organisation and the specific role.
For expert advice on managing the recruitment process please get in touch with Spitfire Recruitment.
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