Interview Preparation – An employers guide
If you are a jobseeker and want information on interview preparation visit this post BUT if you are an employer read this article.
Interview preparation is essential for interviewee but equally for the interviewer. I find that many interviewees cut corners in their interview preparation – the result is that it costs them the job. But I also come across many employers who cut corners with their interview preparation and this has huge costs both in time and financially. There are a number of key points to consider.
Interview Preparation – Identify what you want
This is the foundations of any good interview process. Employers need to sit down and identify exactly what it is they are looking for in the new hire. Ideally you will being doing a competency based interview so this will involve selection of key behaviours and competencies. Typically around six competencies are found to be essential for a given job.
Interview Preparation – Identify and select interview questions
It is important to plan your interview and the questions to gain the information you need. Too many employers “go with the flow”. This results in lack of focus. But more importantly – how can you compare applicants for decision-making. If you are doing a competency interview then choose appropriate questions focused on the key competencies you selected.
Interview Preparation – Logistics & organisation
Ensure you have all necessary documentation in advance. This includes a copy of the job spec and information about the candidate including – CV, application form and personality reports if completed. You will also need general information on the recruitment process such as the next step after interview. Other considerations include logistics on the day. Has an interview room been booked, who will meet the applicants and who will be doing the interviews.
Interview Preparation – Review applicant information beforehand
It is essential to review all documentation including CV, application form and any psychometric testing results. Sounds obvious advice but believe me I have seen it all from both sides of the interview table.
Research has indicated that the best form of selection is a combination of competency based interview and objective assessment (psychometric testing). If you need help assessing and selecting candidates visit www.measurability.ie or read this post.
Jobseekers Tips – Interview Questions & Answers —- Interview Tips, Skills & Techniques
