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How to Interview
Plan the questions
• Use information from the candidate's application form or CV to prepare a set of questions.
• Look for any gaps in education or employment, or things that don't seem to add up.
• Beware of possible discrimination in the questions you ask which could mean you miss the best candidate and may be unlawful. See the guide on how to prevent discrimination and value diversity.
• Know the job and person descriptions of the job really well so that your questions help you compare candidates.
• If two or more people are interviewing, decide who will deal with what topics.
• Think about what information candidates may want about the job and your organisation.
Prepare some open-ended questions
i.e. Questions which need more than a "yes" or "no" to answer - to ask all candidates, for example:• What were your main responsibilities in your previous job?
• Why did you leave your previous job?
• Where do you see yourself in five years' time?
• Looking back at your career, what would you have done differently?
Making arrangements for the interview
• Make sure that the interview room is properly prepared, with drinks and stationery available.
• It's best not to hold the interview sitting behind a desk, or use a higher chair than the person being interviewed - sit at a round table if possible.
• Find out if a candidate has any special needs before they arrive.
• Make sure there will be no interruptions, switch off mobile phones.
• Brief other members of staff, such as receptionists, to expect the candidate.
• Allow enough time for the interview so you don't have to rush.
• Come to each interview with an open mind.
Prepare your questions in advance of the interview
Your aim is to get quality information from the candidate so you can assess them fairly and fully against your needs.
• Welcome the candidate - try to put them at ease.
• Introduce yourself and other people present.
• Explain the structure of the interview.
• Outline the company background and role, and where the job fits.
• Encourage the candidate to talk about how their skills and experience apply to the vacancy.
• Ask open ended questions - ones that cannot be answered with a yes or no.
• Allow the candidate time to think and speak.
• Keep control of the interview. If you feel the candidate is going off-track turn the conversation back to the information you need.
• At the end of the interview, ask the candidate if they have any questions.
• Inform them of the next stage in the recruitment process, eg appointment, second interviews, tests and the estimated timescales.
• Thank the candidate for their time.
Keeping records of the process
• Back up interviews with a detailed record of the procedure, written as soon as possible after the interview.
• Only record what has been said in the interview and how the selection decision was made, NOT your beliefs or thoughts about the candidate
• Be aware that candidates who later make a complaint to an employment tribunal have the right to ask for copies of any notes made during the interview, and that you may need them for defending any possible discrimination case relating to the process.
Only record or keep personal data after an interview if it is necessary and relevant to the recruitment process, or in respect of a discrimination challenge. Data that is kept should be securely stored. For more information see the Employment Practices Data Protection Code on the Information Commissioner website.
Prepare your questions in advance of the interview
Your aim is to get quality information from the candidate so you can assess them fairly and fully against your needs.
• Welcome the candidate - try to put them at ease.
• Introduce yourself and other people present.
• Explain the structure of the interview.
• Outline the company background and role, and where the job fits.
• Encourage the candidate to talk about how their skills and experience apply to the vacancy.
• Ask open ended questions - ones that cannot be answered with a yes or no.
• Allow the candidate time to think and speak.
• Keep control of the interview. If you feel the candidate is going off-track turn the conversation back to the information you need.
• At the end of the interview, ask the candidate if they have any questions.
• Inform them of the next stage in the recruitment process, eg appointment, second interviews, tests and the estimated timescales.
• Thank the candidate for their time.
