53 Recruitment focused on experience and skills , three on the human element and personality and one question about future growth and career aspirations .
3 . Create some questions . Think about what the business needs . What do you need ? What does your team need ? How do you differentiate between candidates ? If your job has a salary banding , how do you explain the difference between the top and lower figures ? Then think about the three attributes and create questions for each one :
• Skills and education : What things do you want to know about their skills and experience ? Will formal education trump three years of experience ?
• Personality : What if you don ’ t get on with them but they would get on with the team they will be working closely with ?
• Future growth : Do their future career and personal aspirations fit with the company plan and what the company can deliver ? If they want to be promoted within two years , can the company enable this ? This is often ignored and kicked down the road for another person to deal with .
4 . Create a scoring matrix and consider how each section is weighted ; what do you do if someone scores highly in skills , but low in personality ; what if it ’ s the other way round ? Consider which sections are most important to this role .
Of course , all this should have been done before the job advert was even created .
Only one person in this whole process is going to be truly happy , and that ’ s the person who gets the job . Think about how you would like to be treated and think about the candidates ’ mental health .
If you can ’ t comfortably tell the unsuccessful candidates why they didn ’ t get the job , there could be a lot of disgruntled people who could share their negative experiences with others . It ’ s a small industry , and people talk – this puts your brand reputation at risk .
The interview is not the end , it is the start of a relationship . If you don ’ t know what you are looking for , how the hell can you interview for it ?
If you want to ignore me altogether and listen to your gut , only listen when it says no , never yes . CN www . conference-news . co . uk