ATTRACT EMPLOYEES 57 |
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Recruitment |
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scream, panic and dash for the exit! The question the interviewer should have asked |
STEP 3 – The Interview and Taking Notes |
STEP 4 – Ending the Interview |
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is“ tell me about a time when you had to deal with an emergency or life threatening situation” This way I would have to draw on past experiences and the interviewer would have a more realistic picture of how I might behave in that situation. |
Please start the interview on time. Apart from it being rude to be late, it will cause additional anxiety to the candidate. |
Keep a check of the time and let the candidate know when there is five minutes left. Leave enough time to flick through your notes to look for any gaps in information, to clarify points and to also allow the candidate to ask any final |
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Try to prepare open-ended questions |
questions about the company or the job. |
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i. e. questions where a candidate cannot |
Whenever possible, you, the interviewer, |
When the time is up, inform the candidate |
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give a simple‘ yes’ or‘ no response. |
should go and pick up the candidate from |
that the interview has ended. Thank them |
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For instance,“ Give me an example |
the reception area. This will allow you |
for their time and tell them when and how |
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of when you had to reprimand an |
to make that vital‘ small talk’ on your |
they will receive feedback. Escort the |
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employee for bad conduct”“ what was |
walk back to the interview room, which is |
candidate back to the reception area. |
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the situation”“ what did you do”“ what was the outcome”“ what did you learn |
essential to gauging the candidate’ s nerves and an opportunity to put them |
STEP 5 – Recording the Interview |
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from this”. It is impossible for a candidate |
at ease. |
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to answer just yes or no to this type of questioning. This type of questioning will also give you insight into the candidate’ s logic and reasoning as well as confirm whether they are able to learn.
If you are seeing more than one candidate it may be helpful to include a
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Small talk‘ non-tasking’ questions include;“ where did you travel from today”“ how was the journey”“ was the building easy to find”.
If the candidate is already struggling with
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As soon as the candidate leaves and before you see any other candidate, write down your impressions of the candidate and make sure your interview notes are legible. Expand on your notes now whilst everything is fresh on your mind. You will need your notes to make the final |
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few generic questions so that you can |
answers you will need to work harder |
decision on who gets the job and you may |
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compare the responses when it comes to |
to build a rapport since it is important |
need to use them to give feedback to the |
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decision making, e. g.,“ why did you apply |
to relax the candidate if you are to get |
successful / unsuccessful candidate / s. |
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for this role”,“ where do you see yourself |
their best from the interview. Greet the |
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in five years time”“ what do you consider to be your greatest achievement to date”
STEP 2- The Interview Day
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candidate with a warm smile and firm handshake.
Once you are both seated in the interview room, do some housekeeping
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Extra Tips during Interview: |
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– reiterate the structure of the interview |
• Maintain eye contact with the |
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Identify a quiet and secluded office / office |
e. g.,‘ it will be for 30 minutes; followed |
candidate |
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space in which to conduct the interview. |
by an aptitude test. Explain that you will |
• Allow the candidate time to think |
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If possible, you should organise a round |
be taking notes throughout the interview |
and speak |
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table to sit at, so there is no clear‘ them and us’. Place a bottle of water with cups on the table for refreshment. Avoid ordering coffees via the secretary as their entry can sometimes disrupt the flow of the interview. Give reception details of who you are expecting, and let other members of staff know that you will be interviewing and do not wish to be interrupted. Don’ t forget to turn off your |
but the candidate should not allow this to interrupt the flow of conversation as you will ask for clarification of any points when necessary. Point out that the water is for
the candidates use and they are to help
themselves. It is good practice for you to start the interview with a bit about yourself and what the company does. Now
you can start asking those pre-prepared
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• Ask your questions clearly
• Smile and nod occasionally to reassure candidate you are listening
• Be prepared to take a different path of questioning if need be
Gloria Wyse has had over 10 years‘ hands on’ experience of recruiting high calibre
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illustration MATT ROCK |
mobile phone. |
questions. |
graduates for a UK based multinational. |
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ISSUE TWO 2006 engage |