Cross & Tick Image
We often talk about candidates preparing for an interview, researching the business they are applying to, understanding the job specification and preparing answers that show they are the ideal candidate etc.  
However, what preparation should the interviewer do? 
Conducting an interview is a skill and when done correctly will enable you to employ better staff that can be retained for longer which will add value to your business. Get it wrong and more often than not you will get the opposite and will need to repeat the recruitment process, which can be costly. 
Therefore it is just as important for the interviewer to prepare as it is for the candidate. 
Below are our six top tips to make sure you are prepared to interview a candidate: 

1. Line Manager 

Interviews should be carried out by the manager who is responsible for the role as they will know more about the role and are best placed to assess the required skills for it. 

2. Second opinion 

Interviewing with a colleague can be useful so that it helps to collect your thoughts and it provides a useful second opinion. Try and involve someone that is from a department where the role is or is linked to. In addition, a colleague’s feedback is very useful to monitor your interviewing technique. 
Photo by

3. Prepare 

Ensure that you have prepared for the interview by: 
Reviewing the CV/application form. 
Identify any areas that need further exploration or clarification, in particular unexplained gaps in employment, or a succession of rapid job changes. Don’t be afraid to delve deeper into achievement statements to validate the information. 
Once you have covered the CV, prepare a list of questions that you aim to ask all candidates using the job description and person specification. Each candidate should be asked the same questions so that everyone can demonstrate their skills and you can compare everyone equally. Ensure that you have questions surrounding all the essential criteria that is needed for the role. Questions around scenario situations are very useful as they help to determine how an individual would perform. Avoid any questions that are not relevant to the role and could be deemed to be discriminatory. 

4. Scoring criteria  

Create a simple scoring system that is fair and objective using the criteria which relates to the requirements of the job. The same criteria should be used for each candidate. When using a score, it is always a good idea to also add clear reasons on why a particular score was given, as candidates may ask for feedback and in the worse case situation - challenge the outcome of your decision.  

5. First impression of the business 

First impressions of your business count, prepare the interview room, have water available to drink, brief reception and other colleagues that interviews are taking place. 

6. Finally... 

Agree the structure of the interview if you are interviewing with a colleague and allocate approximate times for each section. It is always a good idea to either email/call the candidates to confirm their attendance the day before the interview as many just don't turn up. Finally, there should not be any interruptions as this can be very off-putting for candidates and make sure you allow enough time for each interview. 
Remember – the candidate should be talking for 80% 
of the interview and the interviewer(s) for 20%. 
Please do not hesitate to contact if you would like to discuss the plan you would like to put in place. Taking HR from 'TO DO' to 'DONE'. 
Tagged as: recruitment
Share this post:

Leave a comment: 

Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings