Interview
The main objectives of the selection criteria are:
To establish whether the candidate is suitable for employment in the organization
To provide the applicant with adequate information about the organization and the particular job for which he/she is being considered
To conduct the interview in such a manner that the applicant feels that he/she has been treated fairly
Format
An effective interview should flow like conversation and can be conducted in terms of the following steps:
Prepare for the interview
Open the interview
Conduct the background review
Ask the planned questions
Provide information on the job and the company
Close the interview
Pre-Interview Planning
Acquaint yourself with the job opening by obtaining an updated job description and person specification
Decide on the key factors/dimensions to be sought and plan questions to be asked
Review the information about the applicant
Arrange that the interview be conducted in a location free from interruptions and which creates a feeling of privacy
Opening the interview
The tone for the interview is set by:
Putting the applicant at ease with some small talk, for example, about your company or his/her attendance for the interview
Stating the purpose of your planned discussion
Describing the format of the interview to be conducted
Informing the applicant that notes will be taken during the interview and that these will be treated confidentially
Background to the interview
A quick five minute review of background areas such as family, educational qualifications and relevant work experience will provide you with useful information on the applicant.
Soliciting answers to planned questions
After conducting the background interview, indicate to the applicant that he/she is to give you specific information about past experiences. In addition you should study the information you have (C.V.) and in particular, look for:
Gaps in employment history
Reasons for leaving jobs and cross reference with reference checks
Likes and dislikes in previous jobs
Personal goals and ambitions
Achievements in home, work ad personal life
Flexibility
If there is the least likelihood that the applicant, if successful, may be either immediately or in due course be transferred geographically, then it is important that this job requirement is clarified at the interview stage and not left until later when it can become the mater of a dispute. If this is the case, it will be important to confirm such flexibility in the employee’s letter of appointment or contract of employment.
Restraint of trade
If the applicant is required to complete a restraint of trade, then this should be clarified in detail at the interview stage and not left at the appointment stage.
Providing information about the job and your company
Your next responsibility is to provide the applicant with information about the job and your company and to respond to the applicant’s questions. Once you have taken care of this responsibility, it is time to end the interview
Closing the interview
Ask the applicant if he/she has any further questions regarding the job and the company
Inform him/her of the time frame for making a hiring decision
Ask if he/she has other job offers pending
Thank him/her for attending the interview before escorting him/her to the reception area
Please note:
You may onlyask questions relating to job suitability and previous experience or relating to the requirements of the job, if of a personal nature. It is important that discrimination be avoided.