How to do an interview

When you are the interviewer

Learning how to do an interview requires more than just asking typical employment interview questions. Many managers and small business owners focus on the most common interview questions and don't spend enough time on preparing themselves for the interview.

There are many stages to the recruitment process. The interview is just one part of that process. Yet the question of how to do an interview, is regularly asked by business owners. But if you prepare well, it will not be the nightmare that some managers have experienced.

The interview should be a relaxed, informative exchange between applicant and interviewer. It should flow smoothly. You can then compare applicants based on the skills and abilities necessary for the job. Which is what an interview is really all about.

Preparation is essential when attempting to fill a vacancy. The importance of preparing a job description, person specification and selection criteria cannot be over emphasised. Without these documents, your recruitment strategy is a 'hit and miss' event. How can you select the most qualified and experienced candidate if you only have a vague idea of what is needed.

How to interview people

People often ask how long these documents need to be. Or how much detail is required. You can make them as detailed or as brief as you like. The important factor is to make sure that all relevant information is included.

Also have the rate of pay and conditions of employment handy along with the details of the Award/Employment Contract that applies. That way you can answer any questions asked of you in the interview.

It looks unprofessional when an applicant asks questions relating to rates of pay, start date, conditions of employment etc and is told by the interviewer that they will 'find out and get back to them'.

Regardless of the size of your business you want to display a professional attitude. If you are a very small business this may be your first staff member. You want people to feel confident that you know what you're doing.

Applicants want to know that you will be employing them correctly. Under the correct classification and pay rate. It is amazing how many organizations get this wrong. Even some of the larger ones. Don't be one of them.

As part of your preparation you should look carefully at the selection criteria and draft a set of employer interview questions. These questions should be asked of each applicant. This serves two purposes. Firstly it ensures that you are asking questions relevant to the position and secondly it allows you to compare applicants based on the same set of questions.

Interview Questions Preparation - Checklist

As mentioned above, in preparation for interviewing applicants, ensure that you have the following documents at hand:

• the job description
• the person specification
• the selection criteria
• details of pay rates and conditions
• a list of interview questions
• the current interviewee's resume
• any marketing or promotion material about your business

All of this information should be with you during the interview so that you can refer to it as needed.

How to start an interview

Introduce yourself and your position within the organisation. Take 5 or so minutes to build some rapport with the applicant. The reason for this is that applicants are often a little nervous.

Give them a few minutes to catch their breath and relax a little. Have some water on the table for them. When an applicant is relaxed they will often provide you with more detailed information. This makes for a more productive interview.

Then provide a brief run down of how the interview will unfold, for example: 'Thanks for coming in today John. What I would like to do first is to have a chat to you about your skills and experience in relation to the position.

Then I will give you an overview of the company and the specifics of the job. We can then clarify any questions that you might have. Does that sound ok?'

Then proceed to move onto your prepared questions.

How to close an interview

If you follow these steps each time you need a new staff member you will no longer be asking how to do an interview. It will become second nature to you.

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