Selection Interviewing: 5 Rules To Follow To Guarantee Success

Interviewing of any kind requires great skill to be successful. Selection interviewing is highly specialised interviewing. And managers don't get much practice. The consequences of error are significant. Adopt these simple rules so that your lack of practice will be much less of a problem.

1.Interview As Few People As Possible.

You should only interview applicants who have a really good chance of getting the job. That's usually only 2-3 people. Before you interview them you should be reasonably certain that these people * Really know what they say they know * Can actually do what they say they can do

Interviewing because "she looked interesting" or "he'd be a good backup" is just expensive time wasting.

2. Use A Prepared Script.

You should have a set of core questions you ask each candidate * using the same words * with the same tone and inflection * in the same order.

You cannot compare candidates sensibly if you ask each one a different set of questions. Have specific questions which relate to each individual too. If extra questions occur to you during the interview, make a note of them and ask them.

Always write down applicants' replies. Don't rely on your memory. Review your written answers before the candidate leaves. This enables you to raise issues that may have escaped your attention at the time.

3. Restrict The Number Of Successive Interviews.

No matter how good you believe you are as an interviewer, conducting more than 4 successive interviews isn't advisable. Try to avoid successive interviews. Successive interviews don't allow sufficient review time. They favour the most articulate candidate, not necessarily the best qualified. And they seriously disadvantage the last interviewee especially in a long succession of interviews. If interviewing 4 people, spread the interviews over 2 days with one each morning and afternoon.

4. Phrase Questions for Facts Not Opinions.

Discover work situations, both good and not no good, that the candidate would encounter if working in your company. Describe one. Ask them if they've encountered it and if so what they did. If they haven't encountered it, move to the next description. Avoid at all costs questions the invite speculation. "What would you do if..." should never be used to introduce a question. Discuss the candidates' experiences at work and their response to these experiences: fact not opinion.

5. Avoid Being "Clever".

You should treat all interviewees as professional adult equals. Avoid self aggrandisement. Avoid questions that infer that the candidate has some unrevealed inadequacy. Using questions to show how clever you are or that are designed to trick the applicant is unprofessional.

Conclusion. Following these five rules will make your interviews more successful and easier. Always take time to prepare properly. And always allow enough time to explore unexpected issues raised in the interim.