Interview Preparation

You’ve selected a range of candidates to formally interview; one of whom will hopefully join your team. The trick is working out which is the most suitable by maximising the opportunity the interview provides.

There are a number of methods of interviewing, including behavioural event interviewing, which examines previous history assuming that past behaviours will indicate future tendencies and criteria based interviewing, which involves structured questioning. At Lloyd Harrington we use a mixture of both and recommend you tailor your interview to suit your needs.

When preparing the interview, we recommend setting an agenda so that you clearly identify what outcomes you’d like to achieve. Prepare specific questions including open ended, probing, closed and hypothetical. Also be prepared for questions the candidate might have you about the role, salary, career progression, organisational structure and the future of the company.

Just prior to the interview, review the candidate’s resume in order to ask them specific questions about their strengths and weaknesses, long term plans and previous work experience. Be aware that the interview is a two-way process and candidates assess their suitability for the position at the interview also.

Take notes during the interview so that you don’t overlook or forget anything important that may influence your decision when considering all the candidates. Conclude the interview by explaining your subsequent actions and time frame.

Once you’ve met with all the candidates, give your consultant a call to discuss your initial impressions.