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Selection Interviewing: 5 Rules To Follow To Guarantee Success

By Leon Noone

Republish: EasyPublish™ Published: 30Sep2009 Word count: 420 Viewed: 449 time(s) Get Free Content For Your Site

Summary. Successful selection interviewing is a great skill. Most managers just don't get enough practice to master it. If you follow these simple rules your lack of practice won't be a problem.

1.Interview As Few People As Possible.

You should only interview applicants who have a really good chance of getting the job. That's usually only 2-3 people. Before you interview them you should be reasonably certain that these people * Really know what they say they know * Can actually do what they say they can do

Interviewing because "she looked interesting" or "he'd be a good backup" is just expensive time wasting.

2. Use A Prepared Script.

You should have a set of core questions you ask each candidate * using the same words * with the same tone and inflection * in the same order.

You cannot compare candidates sensibly if you ask each one a different set of questions. Have specific questions which relate to each individual too. If extra questions occur to you during the interview, make a note of them and ask them.

Always write down applicants' replies. Don't rely on your memory. Review your written answers before the candidate leaves. This enables you to raise issues that may have escaped your attention at the time.

3. Restrict The Number Of Successive Interviews.

Never interview more than 4 candidates in succession. Ideally have no successive interviews. Successive interviews don't allow sufficient review time. They favour the most articulate candidate, not necessarily the best qualified. And they seriously disadvantage the last interviewee especially in a long succession of interviews. If interviewing 4 people, spread the interviews over 2 days with one each morning and afternoon.

4. Phrase Questions for Facts Not Opinions.

Collect descriptions of situations that the candidates will deal with in your company. Describe one. Ask them if they've encountered it and if so what they did. If they haven't encountered it, move to the next description. Avoid at all costs questions the invite speculation. "What would you do if..." should never be used to introduce a question. Discuss the candidates' experiences at work and their response to these experiences: fact not opinion.

5. Avoid Being "Clever".

Treat the candidate as an adult, professional, equal. Avoid self aggrandisement. Avoid questions that infer that the candidate has some unrevealed inadequacy. And avoid questions designed to trick the candidate and prove how smart your are.

Conclusion. Following these five rules will make your interviews more successful and easier. Always take time to prepare properly. And always allow enough time to explore unexpected issues raised in the interim.

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