Interviewing Tips for Employers
Getting the Right Candidate for the Job
There are two types of interview you can conduct. The first is the structured interview. The structured interview takes place when the interviewer sets out questions to be asked before the interview. The same questions are usually asked of all candidates. The advantage of using a structured interview is that you make sure all the relevant information is covered.
Some employers feel that a structured interview is too restrictive and they prefer to conduct interviews in an unstructured manner. In unstructured interviews the employer has few, if any, planned questions. This will allow the interviewer more freedom to pursue the applicants response and the response may lead to another question. The interviews for each applicant may be very different. The disadvantage of an unstructured interview is that some points you had wanted to cover may be left out.
Whichever interview method you chose you need to make sure that all questions asked are job-related. Under EEO legislation, irrelevant or unnecessary questions may lead to charges of discrimination. For all legislative requirements visit the Equal Opportunity Commission Victoria website
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Tips for interviewing:
- Know the job
Make sure you know what is required in the position such as key responsibilities, where the position fits into the organisation and what aspects make the job unique.
- Know the important requirements of the job
Establish what requirements are needed for the job. These may include personal attributes, experience, skills and qualifications. Ensure that these requirements must be present to perform the task otherwise you may be screening out many suitable applicants. Think of four or five requirements that are absolutely essential to perform the tasks required. For example, in a customer service position the applicant must have good communication skills, be friendly, polite and well presented.
- Know what topics you want to cover
Before the interview you should make sure you know topics you wish to cover and what information you want from the applicant. You need to ensure the questions you ask will help determine the suitably of the potential employee. If you know what you are looking for it will be easier to find whether the applicant has the requirements.
- Provide the right interview setting
Make sure you conduct the interview in a private setting. It is also important to make sure the area is comfortable with appropriate seating and that access for applicants with a disability is considered.
- Review the applicant's resume
Make sure you have reviewed the resume and have identified gaps or other information that may be required. This may include vague job titles or job descriptions, questions left unanswered or only partly answered on the application form.
- Help the applicant to relax
Be sure to develop good rapport with the applicant to put them at ease. Perhaps start by talking about a topic of mutual interest which will allow the applicant and interviewer to relax and move comfortably into the interview.
- Learn as much as you can from the applicant
When interviewing, the applicant should do most of the talking. This will ensure you learn as much as possible from the applicant to help determine their suitability for the job. Try to ask questions that require more than a yes /no answer. Never be afraid to ask the applicant to elaborate on an answer. Try to use open-ended questions such as “Tell me how you will be able to use your experience from previous employment in this position?” This will encourage the applicant to give more information.
- Explain the job
Explain exactly what is required in the job and where it fits into the organisation. The applicant needs to know as much as they can about the job to make an informed decision. Give the applicant the opportunity to ask any questions that they may have.
- Close the interview
Close the interview in a friendly manner. If the applicant is clearly not suitable for the position make sure you tell them tactfully. If you feel the applicant would be suitable let them know when they can expect to hear from you.
- Write up the interview
Write up the results of the interview whilst they are fresh in your mind. Don’t be afraid to take notes whilst the interview is in process. When you are interviewing many applicants it can be difficult to recall who said what at the end of the day.
- Check references
Always wait until the end of the interview before making any decisions. Before making a job offer make sure you do a thorough reference check. Check a variety of references including previous employers, work peers, superiors etc. Personal references from family and friends should be avoided.
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Examples of Inappropriate Questions:
- Are you Australian?
- Do you have an illness?
- Are you in a union?
- Do you have children?
- Are you religious?
- What clubs do you belong to?
- Do you take drugs?
- Do you drink?
- Where were you born?
- Are you married?
- Do you have a criminal record?
- How old are you?
- What do your parents/partner/children do?
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Examples of Appropriate Questions:
What questions to ask in an interview will depend upon the position you are filling.
Below is a list of some questions you may wish to ask.
- Why did you leave your last job?
- What are your career goals?
- Why should we hire you?
- What are your greatest strengths/weaknesses?
- How would you describe yourself?
- How would your previous experience help you in this job?
- What skills do you have that you can apply to this position?
- Tell me about yourself?
- Why do you want this job?
- What can you contribute to the organisation?
- Do you prefer to work independently or as part of a team?
- Can you work under pressure?
- What have you been doing since you left your last job?
- Why do you believe that you are the best candidate for this job?
- Tell me about a time that you demonstrated initiative?
- Describe a situation when have you motivated yourself to complete an assignment or task that you did not want to do?
- Can you tell me about an occasion where you needed to work with a group to get a job done? What were the challenges and difficulties and how did you face these?
- Describe a situation when you had to go above and beyond the call of duty in order to accomplish something.
- What are your long term and short term goals and objectives?
- What specific goals other than those related to your occupation, have you established for yourself for the next ten years?
- What do you see yourself doing five years from now? Ten years from now?
- Describe a major problem have you encountered and how did you deal with it?
- Give an example of an accomplishment that shows your initiative and willingness to work?
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Group Interviews
Group interviews are often used when dealing with applicants with minimal work experience. The interviews may include problem-solving exercises or a leaderless group discussion. The interviewer can take the role of observer. The group interviews can show candidates personalities, attitudes, communication and teamwork skills.
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Medical Examination
A medical examination may be performed to determine whether an applicant is physically fit to perform a job. The medical examination can only be performed by a doctor and the organisation must pay for the examination. A medical examination can be helpful to ensure an applicant is not placed in a position that will aggravate an existing condition and people are not assigned to jobs for which they are physically unsuited. Employers must make sure that they do not contravene the Equal Opportunity Act 1995 and they only make enquiries about an applicant’s medical situation that is directly related to their ability to perform the job.
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