- Many hiring decisions are based on how the employer ‘feels’ about a candidate, but gut feelings should not be the primary deciding factor
- Each interview should have a sense of purpose. Effective interviewing requires an organised and systematic approach
- Work out what you’re hiring for, what you need and what characteristics candidates should have
- Consider what judgements and assumptions you are making based on a candidate’s CV. Think about what questions you can ask to independently confirm these qualities
- Start by helping the candidate relax. A welcoming approach and brief small talk will help establish rapport and ease tension
- Talk to the candidate and outline what the interview is meant to accomplish, but do not describe the job in detail
- If you have planned for an interview, it should flow very naturally because you know what you want. Be yourself
- Avoid giving away details about the position early on as the candidate may interview to give the impression that they match your criteria
- Everything you say should be designed to get the candidate talking. But do not let them control the interview
- After the interview, write a brief evaluation of the candidate noting strengths and weaknesses relative to the requirements of the position
Mark Lennard, managing director, JPL Group
