Tips for Conducting an Interview

<< Back to Previous Page

One of the most difficult and yet the most important aspects of recruiting is the interview.

Pre-interview Planning
1.    All questions asked should be predetermined and relate to the selection criteria outlined in the job analysis.
2.    Ask behavioural questions which require applicants to describe how she/he would perform the various duties by outlining what and how she/he has performed in the past.

Focus on:

• past behaviour (not beliefs, feelings or speculations);
• the process of doing the tasks/duties;
• if necessary you should use follow-up questions to ensure that you understand:
• the situation, or circumstances surrounding the action being described;
• the specific action, what the person actually did; and
• the outcome of their action(s)

3.    Ask situational/scenario questions i.e. ones which describe a situation the job incumbent may face and ask how they would deal with such an issue.
4.    All questions should be planned to be asked of all candidates in the same order. This ensures that there is a comparable set of responses for the interviewer (s) to consider.
5.    Review the field of candidates to be interviewed and clarify anything that may araise, eg. missing information
6.    Review what can and cannot be asked in interviews in relation to The Employment Equity Act:
6.1 Generally, questions about the work are permissible.
6.2 Do not ask about:

• Age
• Gender
• Marital status/Occupation of spouse
• Religion
• Ethnic background
• Personal or family matters, eg child care arrangements for working parents

The Interview

• The interviewer introduces the candidate to any other interviewers and explains the purpose and format of the interview.
• Ask the same work-related questions to all candidates in the same order.
• Allow at least 45-60 minutes per interview, perhaps more for senior positions.
• Try to ensure that the candidate does 70-80 percent of the talking. This ensures that various communication and interpersonal skills can be properly evaluated.
• Ensure to ask the candidate if there is any more information relevant to the application which they wish to bring to our attention?"
• Ask the candidate when she/he could start work if they were successful.
• Explain what happens next and the approximate time frame for the decision.