01279 859000

UK Pensions Recruitment

register login
RSS twitter facebook linkedin
winner 08 winner 09
tel 01279 859000

INTERVIEW TECHNIQUES FOR EMPLOYERS – BranWell Ford

Recruitment Tips for Employers

INTERVIEW TECHNIQUES FOR EMPLOYERS

In a candidate short marketplace, the interview is your opportunity to make an impression to a new prospect employee, sell your opportunity and identify if they are a company fit in terms of personality and ability to undertake the role and develop both themselves and your business.

Recruitment is not cheap, you have to get this right first time.

WHAT AN EMPLOYER NEEDS TO IDENTIFY

Use the interview to ascertain knowledge, skills and willingness to contribute and fit into the organisation’s culture. Consider the individual’s career goals are in line with the opportunity available and to ensure added value, trust, loyalty and productivity.

PREPARATION

Prior to the interview it is important to think about the role itself, what are the key skills required and if there is a tick box of 40. Be prepared to be flexible and consider what is required, what is ideal and what can be trained.

It is important to put the candidate at ease and if they are relaxed they will open up more. Offer them a drink, make sure the interview environment is relaxed for an open discussion, ask them about their journey or the weather and start with a question like “Tell me about yourself?” and then give them some background on the company and the role in question and then enter into your interview.

 

FIRST IMPRESSIONS AND POINTS TO CONSIDER

Consider the candidate for your company culture.

Is the position client facing, are they smart, do they give you eye contact, a smile and a firm handshake?

How do they converse with different people, ie. the person on reception and senior staff?

Does conversation flow freely during the course of the meeting?

Do they answer questions specifically and with clarity?

Consider their body language.

What are their short and long term career goals in general terms?

Why have they left previous jobs?

Do you consider their responses to be honest and positive?

AT THE END OF THE INTERVIEW

Remember, if this is a good candidate, they will be on interview at your competitors, so do give them an idea of timescales to get back to them with feedback and if you do like them, tempt them with some details of what to expect at the next interview stage.

 

Wait for my next Blog, it will incorporate SAMPLE INTERVIEW QUESTIONS and COMPENTENCY BASED INTERVIEWS.

Pip Sanford

MD of BranWell Ford Associates Ltd and Law Consultants (BWF) Ltd

Specialist in Pensions and legal Recruitment

 

 

Leave a Reply


Branwell Ford © 2016 | Image Credits www.123rf.com