Guide to Interviewing

Effective job interviewing

In a “Behavioural” method for interviewing, the idea is that past behavior is a very good indicator of successful job performance in the future and for determining how well a candidate might fit the job function and company culture.

Both experienced and inexperienced candidates can be questioned using this method, where entry-level candidates will draw upon past school and tertiary education knowledge and experience, as well as skills that are instinctive.

For telephonic and video interviews, the same technique applies, although it would be useful to adapt your approach, spending less time on the screening phone call than you would use in a normal interview. Deal effectively, and diplomatically with unsuitable applicants.

Goals of the interview are to:

• Attract the best candidate by promoting your company.
• Evaluate the candidate by gathering information about the candidate.
• Determine whether the candidate would fit the job and company culture.
• In order to maximise your professional credibility with the candidate it is essential that you are very well prepared for the interview.

 The Interviewer has to remember to:

• Facilitate a more relaxed environment during the first few moments of the interview by talking about issues not related to the interview i.e. weather or sport.
• Pay careful attention to the candidate's appearance, body language, social skills and ability to communicate . Take culturally sensitive issues into account such as avoiding eye contact, loud/soft speech, passive nature and personal space radius. In some cultures eye contact is considered as rude.
• Remain neutral in attitude, because by expressing a positive or negative reaction, words or body language, the interview could be jeopardized as candidates may adapt their responses to please the interviewer.
  Try to vary their questioning styles i.e. making them open, closed, theoretical, alternatives/options, hypothetical or reflective questions.
• The manner in which the questions are presented is critical to the success of the interview.
• Allow candidates adequate time to answer.
• Be patient as the candidate quietly ponders his/her response.
• Be prepared and able to give personal examples to help clarify the purpose of the question.
• Utilise paraphrasing and active listening skills to ensure clear understanding of the candidate's background and needs.
• Encourage the candidate to provide complete information for any incident described. A complete response will include:
  - brief explanation of circumstances,
  - how the candidate behaved in the situation, and
  - the outcome or result of that behaviour.
  - When the candidate gives answers that are too brief or non-descriptive, ask appropriate follow-up questions to obtain an appropriate explanation of his abilities. Simple follow-up questions include:
  - Can you tell me more about that?
  - How did you involve co-workers or teammates?
  - Give me a specific example of how you did that?
  - What results can you point to?
  - What happened when things did not go as planned?
  - Maintain control of the interview by intervening when a candidate begins ramble or tries to change the subject.