Interviewing - Successful Selectionby Jane Tredgett
Unless you carry out a quick review immediately after each interview, candidate answers can merge into one blur and it can be hard to remember who said what. Ideally, therefore, you should review each interview before the next, and then conduct a full review once you have interviewed everyone.
After each interview, check that your notes are clear and will be useful/legible when you come to revisit them later. Have a quick discussion with your co-interviewer on your thoughts and impressions.
Once all the applicants have been seen, take the time to review all the interviews:
- Look for factual evidence to assess one candidate against another
- Compare the candidates against the key qualities you previously identified
- If you have used a rating scale examine the scores – it may be best to choose a candidate with good scores across the board rather than just one high score
Ask other people, such as receptionists, what impressions they formed about the candidate.
Draw up a shortlist of candidates to invite to the next stage. Decide whether to check references at this stage or after the next part of the selection process. If you decide to do this now, draw up a list of questions you would like the referees to answer, based on information that came out in the interview.
Don’t select the best of a bad bunch – it is better to re-advertise than to take on a poor candidate.
Keep notes on how your decision was reached.
Keep paperwork for the specified time (ask HR for advice).
Don’t forget to review your own performance so you can conduct even better interviews next time!