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

Effective Listening.

Recruitment and Selection Process

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


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


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


  • See interview structure (right)


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


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


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


Interview Structure


  • 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)


  • 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


  • 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.


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


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





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