Interviewing

2. Preparation

2.1 Select two or more interviewers.

• Using two or more people will help you check impressions of the candidates and reach a balanced view. It also protects you against accusations of unfair treatment.
• Involve the candidate's prospective line manager.You may also want to involve other individuals the appointee will work with.
• Include someone with relevant specialist or technical knowledge if necessary.For example, an IT expert to assess whether candidates have the skills needed for a role as IT systems administrator.

2.2 Make sure interviewers are properly briefed.

Interviewers should:

• Know what the job requirements and selection criteria are.
• Be trained in questioning (see 4) and other interview skills (see 5).
• Be aware of the legal issues.
• Know who will handle each part of the interview (see 3).
• Understand their roles in the decision.

2.3 Decide when to hold the interviews.

• Make sure you will not be disturbed.Interrupted interviews create a poor impression and disturb concentration.
• Plan each interview to last 45 to 90 minutes. Longer interviews result in loss of concentration; too short an interview will lead to essential information being missed.
• Allow time between interviews to complete your notes (see 5.3), to deal with any urgent business and to take a break.
• Do not try to see more than four or five candidates in one session.

2.4 Prepare your script.

• Use the selection criteria to identify the question topics.
• Decide who is going to ask which questions and who will chair the interview.

2.5 Send written instructions to candidates.

• State when the interview is to be held, what time to arrive and who to report to.
• Make sure candidates know what the job requirements are.
• Tell candidates what to expect and what preparation they need to do.