In a talent short market, conducting a professional, thorough interview is more important than ever. We have put together our top interview tips to make sure you get the right candidate, every time.
Purpose of an Interview
- Build rapport
- Make a good impression
- To gain the following information; Motivational fit, behavioural fit, cultural fit/values, technical fit, experience & background
- To provide important information to the candidate
- To promote and sell the role and company
- Branding opportunity for the company
Preparing for an Interview
- Ensure all attendees have accepted the calendar invite and know where and when the interview will be held
- Ensure a meeting room is booked
- Obtain technical/role-specific questions from the Hiring Manager for the interview guide
- Meet 15 minutes prior to the first interview to discuss the candidate and how the interview will run
- Plan who will ask which questions to ensure the interview flows
- Read the candidates CV before the interview
- Make note of things from the CV that you would like to discuss in the interview; these might be - career gaps, job-hopping, particular projects etc.
Make a Good Impression
- Ensure the front desk is aware of the interview so they can greet
- Be on time and prepared
- Greet your candidate by name and introduce yourself
- Thank them for their time
- Smile and shake hands
- Put your candidate at ease and start to build rapport – small talk
- Explain the process
- Make the interview a conversation
- Have an overview of the company prepared for the start of the interview
- Be prepared to answer questions
- Keep to time
- Thank them again and explain the next steps
- Provide an overview of how the interview will run
- Ask the candidate what they know about the company
- Provide an overview of the company and the role
- Motivational Questions
- Background Questions
- Technical/Outcome Focussed Questions
- Behavioural Questions
- Logistics Questions – availability, location etc.
- Candidate Questions
- Conclusion and overview of next steps and timeline
Discrimination in Interviews
- Asking applicants certain questions in a job interview may disadvantage some people and could amount to discrimination
- Employers are required by law to avoid discrimination when recruiting staff
- Employers should not seek unnecessary and potentially discriminatory information
- It could be discrimination if employers do so and then rely on this information in deciding not to offer a candidate a job
Types of Discrimination
The personal characteristics protected by the law include:
- Parental & carer status
- Employment activity
- Gender identity, lawful sexual activity & sexual orientation
- Industrial activity
- Marital status
- Physical features
- Political belief or activity
- Pregnancy and breastfeeding
- Religious belief or activity
Avoiding Discriminating Questions
Don't ask: What country are you from? Where were you born? Do ask: Are you eligible to work in Australia?
Don't ask: What is your native language? Do ask: This job requires someone who speaks more than one language. What languages are you fluent in?
Don't ask: What religion do you practice? Which religious holidays do you observe? Do ask: Can you work in the days/schedule required for this role?
Don't ask: Do you have or plan to have children? Do ask: Are you available to work overtime on occasion? Can you travel?
Don't ask: How many children do you have? Do you have childcare arrangements in place we need you to work out of hours? Do ask: This job may require some overtime work on short notice. Is this a problem for you? What days/hours are you available to work?
Don't ask: If you went on maternity leave, would you come to work afterwards? Do ask: What are your long term career goals?
Don't ask: We've always had a woman/man in this role. How do you think you will handle it? Do ask: What can you bring to this role?
Don't ask: How do you feel about managing men/women? Do ask: Tell me about your previous experience of managing staff?
Don't ask: How much longer do you plan to work before you retire? Do ask: What are your long term career goals?
Don't ask: When did you graduate? Do ask: Do you have a degree or other qualifications related to this role?
Don't ask: How many sicks day did you take last year? Do ask: How many unscheduled days of work did you miss last year?
Don't ask: Are you a member of the Army Reserves? Do ask: Do you have any upcoming commitments that would require extensive time away from work?