Effective Interviewing is so Important

Having someone who can interview effectively is crucial for any business who is thinking of employing new members of staff. The quality of your business and service is only as good as the team behind it and businesses can come face to face with a lot of difficulties caused by employing the wrong people for the company. So what can you do at interview stage to ensure that the candidate is a great fit for the role and for your business?


Curriculum Vitaes and application forms are written with time and energy being put into ensuring the applicant shows you just how well they can do the role that you are trying to fill, they have been heavily considered and tailored to meet your exact requirements. Therefore at interview stage you get the opportunity to ask a few more questions about the CV/application form that was provided. This allows the candidate an opportunity to corroborate and expand on the experiences they have outlined in the document. Asking these questions gives you the chance to ensure there aren’t any misunderstandings and / or little white lies appearing in it but most of all to get a fuller picture of how the candidates experiences apply to the job role you are filling.

Get the job done

As a recruiter you need to keep three main questions in mind: Can this person do the job? Will this person do the job? How well will this person work with others in the team to get the job done? Your questions should pull information from the candidate about what they can offer your company and you need to be able to use your judgement in a lot of this process in order to decide if the candidate’s personality will be a good fit. If you think that ‘good judgement’ isn’t something that you would put at the top of your skill set then take a manager or supervisor whose judgement you trust into the interviews with you so that you have a sounding board and a bit of extra help in the decision making process. You want to be choosing a candidate who you think positively about when answering all three of the main questions. It’s no good choosing someone who you get on with really well but doesn’t have the skills to learn the job and vice versa if they seem like they would be perfect at their job but might rub other employees up the wrong way, they probably aren’t the candidate for you either.

Be Open

Being open with your body language and having welcoming expressions that don’t give too much away are a big part of effective interviewing. You need the candidate to feel comfortable with you if they are going to provide you with a good picture of who they really are but you still want them to feel it is a professional environment. Having open questions gives the candidate an opportunity to talk and sell themselves without feeling like they are rambling on too much, so it should mean that you get more insight into the person and their experience than you would with closed questions. Allow time for the candidate to ask you questions that you can answer open and honestly, you need to employ someone who is happy with the way that you work so for example if they are asking about operating hours, be honest, don’t make them sound better or worse than they are because you are likely to end up with a short lived relationship with your new recruit if they turn up to find the job is not what they expected, wasting both your time and theirs.

Ask the right questions

Here are a few good questions and a few hints about why they are useful to help you plan a really effective interview:

  • What can you tell me about our company and why would you like to work with us? – This question gives the candidate an opportunity to prove that they have had enough interest in the role to do their research. It will also give them a chance to pull out the key reasons that they suit your company ethos and profile well.
  • What are your key skills? – The response to this question should reveal how the candidates skills fit with those you stated were required for the role in the job description and person specification.
  • What aspirations do you have professionally over the next few years? – This gives the candidate an opportunity to show you how you how passionate they are about the role, how their aspirations fit in with your companies structure and ambitions for the future and if there is enough room for progression in the company to keep the candidate with you long term.