1. The preparation
Everything starts with good preparation. 👍 Prepare your questions, but make sure not to ask too many questions that have already been answered in the cv or cover letter. You don’t want it to seem like you haven’t even bothered to read their application.
Have you ever heard of the STAR-method before? This interview technique helps you formulate follow-up questions and verify that the candidate is who and what they claim to be. 😉
2. The introduction
Starting off with “Hi Sophie” while Sarah is sitting in front of you is not done. A good first impression is just as important for you as the employer. Pay attention, and try to avoid these seemingly small mistakes. Put the candidate at ease before firing away with your long list of questions. A fairly standard introductory question is: “Did you have a good trip?” 🚗
And don’t forget to introduce yourself as employer, organisation, and person (Sarah wants to know who she’s talking to as well). Finally, always ask if the candidate would like something to drink. ☕ It’s a little touch of respect!
3. The interview
Let the candidate know how long the interview is going to take beforehand. ⏲️ Half an hour is ideal; not too long, but plenty of time to gather the information you need. As we mentioned before, prepare your questions. But remember: it is and stays an interview (and not an exam), so leave enough breathing room for the candidate to ask their questions as well! Keep the profile you are looking for in mind during your conversation. What is the perfect candidate to join your organisation like?
4. The feedback
Inform the candidate about what will happen next after the interview. When and how can they expect feedback? 🤷 And last but not least: Let unsuccessful candidates know that they didn’t make the selection, and especially explain why not.