Interviewing Candidates

Everything I have read and researched on interviewing is aimed at interviewees, not the poor interviewer!

If you accept the wrong candidate it can be disastrous - if not it will still be very expensive.

Just think - you spend money advertising, then lots of time interviewing then training before you get any value.

In industry at large, estimates of the cost of recruitment (advert, time, training) range from $20,000 (£12,500) for shop floor to $100,000(£65,000) for senior management - per person.

You don't want to get that wrong!

I have been guilty myself of the cardinal sin of interviewers - lack of preparation.


Let's go through the 7 steps to ensuring you are ready and able.

1. Know what you want the recruit to do - if you haven't a job spec, write one. If you have one, check it's up to date, and that it's actually what you want the new person to do....

2. What kind of culture do you have?
    - Closely supervised?
    - Or everyone gets on with the job?
    - Are people expected to use their initiative?

Your candidates' attitudes and adaptability may be more critical than any technical skills

3. Write a person spec - yes, not the job spec, but what kind of person - think what kind of person you would like to work with, and get your other staff to contribute - a sense of ownership eases the training bit after recruitment

4. Write down all the questions you want to ask, and plan "open" questions to draw out responses - then be ready with follow up questions. If your candidate says, "I love working with others" draw out examples, and ask - why?

5. Take notes - don't rely on a "feel" for the right person

6. Be systematic, so you can compare each attribute: technical skills, soft skills, fit into the company, experience, etc

7. Discuss with someone else - don't make the decision without that critical conversation - it should either confirm your ideas or help you decide.



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This page was updated by Paul Hogwood, 8th June 2008

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