Employers Preparing to Interview
How are you feeling about interviewing ? Confident prepared and relaxed? Do you know exactly what you are looking to achieve from the interview process, exactly what do you want to know about the people you are interviewing? Are you confident that you are able to control each interview and ask the same questions of each candidate?
Do you know how to find out that they really do have the level of skills and experience you are looking for?
Once you have worked through their CV, asking open questions about each job to establish that the CV is true, that they left their jobs for the best reasons and that they really did the things it says on their CV, and in as much depth with the right amount of skills you need, you will want to find out more about how they think.
A good way to find out about their attitude and give you a wider perspective is to give them situational or competency based questions about their experiences.
Decide on the competency (ies) that you need to recruit for and ask all your candidates for the same role, the same questions. The competencies should relate to the role you are recruiting for and the competencies you seek within that role.
In a managerial role you will need to assess their leadership skills, their ability to make and implement difficult decisions, to manage conflict resolution, communication skills and performance management as well as any particular industry understanding or skills of course. So in a role managing a team selling advertising space, you would want to assess all of the above and to have evidence of them having worked in a similar telephone based sales environment themselves.
For example in a sales role you may want to ask about communication skills and working to targets e.g.
- Describe a situation where you had to explain something complex to a colleague or a client. Which problems did you encounter and how did you deal with them?
- Demonstrate how you vary your communication approach according to the audience that you are addressing.?
- Describe a time when you had to win someone over, who was reluctant or unresponsive.?
- What do you do when you feel you may be at risk of not making your targets?
- What do you do when you don’t feel motivated and you have a lot to achieve?
In an admin role you may want to ask questions about organisation and meeting deadlines and resourcefulness such as:
- Can you give me an example when you had conflicting demands on your time and how you dealt with that?
- Can you give me an example of when you were at risk of not meeting a deadline? How did you handle it and how did it make you feel?
- Can you give me an example of a situation where you were asked to do something that you hadn’t done before? What was it and how did you handle that?
Another question that proves useful in all areas of recruitment is “What area of that role did you like least and why?” This enables you to understand even more about how they think and where their strengths lie.
This is only a snapshot of how to prepare for an interview and hope this proves useful. Recruiting with Better People Ltd recruitment, gives you support with interviewing and bespoke interview scripts, job descriptions and post hire performance management. We tailor each campaign to suit the job and the business.
Useful reading on competency based questions:
Robin Kessler (2012). Competency-Based Interviews: How to Master the Tough Interview Style Used by the Fortune 500s
Better People Ltd + Better Recruitment = Better Businesses 01491 836632 for FREE CONSULTATION.