Interviewing Effectively
Just recently I have had the immense privilege to part of the hiring process for a new Executive for a NGO (Non-Governmental Organisation) in Brussels. This has caused me to reflect on the hiring process for all businesses which, unsurprisingly, is similar whether or not you have a small team of six or a much larger organisation.
Hiring staff should be easy and straightforward but can become complicated and messy. The most stressful part is often the interview process. You will have spent time deliberating over applications and CVs. Then comes the worry of if you’ve put the right people forward for interview or should you just interview everyone?
Good practice is always to interview everyone who meets the role specification. But do you need a specification if you are hiring a café assistant or retail assistant? The answer is yes. It needn’t be a long document or complicated, but your requirements noted down can really help focus the mind on the essential attributes for your vacancy. It will also help with writing appropriate questions.
Preparation, as with everything, is key;
Review each CV and/or cover letter again
Questions - write out your questions in advance, don’t have too many and make them relevant
Timing - allow enough time for each interview with a break after each for you and allow enough time in the interview for each question as well as applicants questions
Next Steps - make sure you leave yourself enough time to consider all interviewees and have a realistic timeline for letting candidates know the outcome.
Head Space - Yours. Make sure that you are in the right frame of mind for conducting the interviews. Be kind to you.
Great! You are now all ready for the interview itself. What do you need know?
Interviews needn’t be hard work. Make them conversational and not confrontational. Try and form a rapport with the candidate. Remember also to actively listen. Note down thoughts and key words that the candidate uses. Note also their body language. We express ourselves more through body language than through words. Explain the process and next steps. Be consistent with each candidate even if you already know them. If Don’t assume anything about a candidate and watch for any unconscious bias.
How long should the interview last? Around 30 minutes should be enough time unless you are going to ask the candidate to demonstrate a skill, then no more than an hour.
Phew! The interviews are over and you’ve found your ideal candidate. Let them know first before letting the other candidates know that they are unsuccessful. Then, if they turn you down, you can offer the role to your number 2.
Good Luck!
