How To choose the Right Person?
How Should I structure the interview?

Effective Listening.

Recruitment and Selection Process
Planning
Selecting


Exit interview

  • Conduct an exit interview
  • Talk to other people about the job role.

Job description

  • Cross check all information about the job against the job description
  • Is the job description up to date?
  • Do you need to recruit someone?

    Person specification

  • Draft person specification
  • Establish clear criteria
  • Balance essential and desirable qualities
  • Determine how you will assess criteria

Application

  • What kind of application? (CV or appliance forms)
  • Ensure application form is relevant
  • Develop method of processing
  • Get adequate resources


Applicants

  • Arrange for acknowledge
  • Arrange for sorting through applications
  • Advise applicants about interview arrangements
  • Ensure positive rejection letters sent out

Structure

  • See interview structure (right)

    Deciding

  • Has assessment of all candidates
  • Notify interviewees of decision
  • Take up references

Induction

  • Establish induction process
  • Make arrangements
  • for new person to join company

Validation

  • Is there a procedure to validate selection against?
  • Is the new recruit a success?

 

Interview Structure


Welcome

  • Set up the interview room correctly
  • Leave a list of expected candidates and their time of arrival/ interview with reception
  • Give clear instructions about what to do with candidates at reception
  • Make arrangements for expenses to be processed
  • Work out greeting process and rapport establishment
  • Tell candidate the interview agenda
  • Advise candidate that you will take notes
  • Plan primary question (those essential to job)
  • Plan candidate specific questions (form the application)


Ask

  • Plan question sequence
  • Are you clear about what the questions are designed to reveal?
  • Do you have all the information that you are likely to need?
  • Supply
  • Do you know enough to answer the candidates questions?
  • Have you fully summarized the information gained to make sure that you understand what the candidate has told you

Part

  • Tell the candidate what will happen next
  • Thank the candidate for coming to the interview
  • Finalize your notes while the information is still fresh in your mind

 

Effective Listening


Ask Questions

  • To seek clarification
  • To get further information
  • To probe deeper
  • Make responses

  • Supportive and encouraging noises or words
  • Inputs which summarize or build on what is said and take it further
  • Points that challenge ideas put forward in the context given
  • Make supportive gestures
  • Nod
  • Smile

  • Take notes

  • Make down key words
  • Use the notes for later questions
  • Look interested

  • Make eye contract, but do not stare
  • Face the candidate
  • Lean forward slightly where appropriate
  • Friendly facial expression
  • Relaxed, clam and fidgeting


General Techniques


Observe the candidate

  • What are their feelings?

  • Do they believe in what they are saying?

    Stay Neutral

  • Do not allow your emotional responses to inhibit your listening
  • Encourage the candidate to continue


  • Test your understanding

  • Make sure that your interpretation is correct

  • Check meaning of jargon terms

  • Evaluate the message

  • Pick out the key points

  • Think about the meaning of what the candidate is saying.

Summarize

  • Bring points together
  • Check interpretation
  • Allow the candidate to question or clarity point.

 

Primary Questions
Answers
Supplementary Questions
Tell us how you cope with a difficulty management issue at work.

Leadership

Initiative?

Diplomacy?

Knowledge?

What training courses you have attended and are these courses useful to your job?

To discipline member of staff for bad timekeeping

Yes, but I had to update disciplinary procedures in line with current legal requirements

Not enough warning stages in place

I recently completed a six-month course on the law and employment.

Have any company procedure for you to follow?

What was wrong with them as they stood?



 

 
CPS Century Personnel Services