Tips for when 'YOU' interview
1. Ice breaker and kick off
However tough you want to be in the interview you get more from the applicant if they already feel relaxed. Explain how the interview is going to be structured and what areas you are going to cover. There’s a beginning, a middle and an end. Think of the best interviews you’ve had in your career.
2. What’s great about working here
The first interview is your chance to sell the company or agency to your potential employee. So have your key features handy, what’s on offer, what’s unique about your organisation and what career progression is available. Use some examples of staff that have joined you and progressed - very persuasive.
Part of the interview should involve ‘the same’ questions i.e.you use these for every candidate. This can reduce the high levels of objectivity involved in any interview. The answers to these questions should be recorded for contrast and comparison. It’s amazing how useful they will be when decision time comes.
4. Second Interview
If you know the person is someone you would like to invite back for a second interview ask for some homework to be done. It is a great way of clarifying they have understood what is expected and the impact they expect to make.
60 day to 120 day plans can be a great tool here.
Put simply you ask the applicant to prepare a plan describing the impact they are going to make starting with day 1 and finishing after 3 months. If you are lucky the applicant has just written your induction and performance management plan in one fell swoop!
5. Good 'cop'. Bad 'cop'
A second opinion is always valuable. The 2nd interview is a good time to involve another senior member of staff to get a second opinion and they can be a bit tougher. Afterall in a competitive jobs market you need to get the balance tight between selling the position and a rigorous assessment.