First impressions count, employers
HIRING a new employee for your business can be a minefield, so in order to minimise risk it’s vital to be prepared.
Not only will this instil a sense of confidence in the person being interviewed, it will also help them feel at ease and increase the chance of you getting to know them at what is usually a nerve-racking time.
Setting your questions in advance will provide a level playing field for the interviewees. Any variation could give someone an unfair advantage and worst-case scenario, land you with a discrimination complaint.
1. FIRST IMPRESSIONS LAST
It is important to remember that it’s not just the candidate who is being assessed at the job interview, they are also weighing up whether your company is the right fit for them and that the job is one they want to do. Make sure you greet them with a smile, remember (and use) their name, stand up when they enter the room and offer a firm handshake. By setting a professional tone, you are also setting expectations, which reflect the company as a whole and helps build trust.
2. WHAT YOU SHOULD AND SHOULD NOT SAY
To calm the nerves and to not put the candidate on the spot the second they sit down, try starting with a generic question such as “tell me a little bit about yourself”.
At the other end of the scale, there are things you should not ask. These may sound obvious, but you would be surprised how many times we hear anecdotally of candidates having to navigate their way around questions, which involve age, race, ethnicity, gender, religion, political persuasion, disability, marital status or pregnancy.
3. LIKABILITY VS. CAPABILITY
You may be getting along famously with the interviewee which is of course wonderful however, are they capable of doing the job? A good way to determine this is to ask what attracted them to apply for the job in the first place and why you should hire them above anyone else. These types of questions will quickly establish whether they understand what the requirements are for the job and what skills they already have that will deliver successful outcomes.
4. BEHAVIOURAL QUESTIONS
These types of questions during interviews have become increasingly popular over the years and are useful to include as part of the process. Usually they start with “Give me an example of a time when …” or “Describe how you dealt with …”. Try to keep your questions relevant to the job. You don’t want to ask how someone deals with high stress brought about by tight deadlines, if those circumstances are unlikely to occur in the role.
5. KEEP NOTES
Make sure you have planned what you are going to wear the day before the interview and select an outfit that is appropriate and is neither too tight, nor too loose so you don’t look untidy. It is worth noting that just as a candidate would be expected to dress appropriately for an interview, so too should you as the interviewer so take time to make a great first impression.
Sally Mlikota is the director of CBC Staff Selection.