Ask questions in a manner that allows interviewees to elaborate and provide additional information. Also give them enough time to reply fully.

There are certain things you don’t ask about in a job interview, such as a candidate's sexual orientation. You can make small talk, but keep it professional.

When the interview is in full swing, ask some tough questions, such as:

Tell me something about yourself that isn’t on your CV...

• Why are you interested in working here?• What makes you the best candidate for this job?• Tell me about a time you had to deal with a co-worker who wasn’t doing his/her

fair share of the work. What did you do about it?• Tell me about a time that you didn’t work well with a supervisor or manager. How

did you handle it?• Tell me about a time that you failed.• How do you measure success?• Describe your dream job and your nightmare job.• How do you deal with conflict in the workplace?

How to Conduct Conduct Conduct Conduct Conduct Conduct Conduct Conduct Conduct an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview an Interview

How to Conduct an Interview

1. Establish a Rapport

2. ask the easy questions firstSet the candidate at ease by asking questions that are easy to answer first.

7. Use a scorecard

4. Ask open -ended questions

3. Don't Be intrusive

5. Ask Tough Questions

Don’t just go on your gut feeling. Use a Don’t just go on your gut feeling. Use a Don’t just go on your gut feeling. Use a scorecard on which you can rate thescorecard on which you can rate thescorecard on which you can rate the candidate in important areas. This will also candidate in important areas. This will also candidate in important areas. This will also candidate in important areas. This will also help you compare job candidates afterwards.help you compare job candidates afterwards.help you compare job candidates afterwards.help you compare job candidates afterwards.

You can use a number of skills tests or personality tests to make sure the candidate is competent and will fit in.

6. rely on more thanJust questions

71% of employers employers believe that personality tests can predict job behaviour and behaviour and organisational fit. organisational fit. (Hireology) (Hireology)

8. Look at Non-VerbalCommunication

• Posture• Handshake• Crossing

of the arms• Smile• Clothes• Clothes• Eye contact• Eye contact• Eye contact

Non-verbal communication makes up

of all communication.

9. Make time for questionsAt the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions. At the end of the interview ask the candidate if they have questions.

Take note of the candidate’s:Take note of the candidate’s:

10. Conclude the interviewThank the interviewee for coming, tell them when the hiterviewee for coming, tell them when the hiring process will Thank the inter wee for coming, tell them when the hiring process will Thank the interviewee for coming, te ring process will Thank the interviewee f ring process will Thank the inter or coming, tell them when the hiring process will Thank the interviewee for c ll them when the hiring process will Thank the intervie oming, tell them when the hiring process will Thank the interviewee for coming, te ring process will Thank the interviewee for coming, te ring process will Thank the interviewee for coming, tell them when the hi

ompleted, and how it will be communicated. Be sure to notify o notify be complet w it will be communicated. Be sure to notify be completed, and how it will be communica Be sure to notify be completed, and ho cated. Be sure to notify be complet ommunicated. Be sure to notify be completed, and ho cated. Be sure to notify be complet ommunicated. Be sure to notify be completed, and how it will be communi Be sure to notify be completed, and how it will be c ted. Be sure to notify be completed, and how it will be communicateful candidates as well. es as well. unsuccessful c es as well. unsuccessful candidatunsuccessful c ell. unsuccessful candidat

Thank the interviewee for coming, and tell them by when the hiring process will be completed, as well as how they will be notified of the outcome. unsuccessful candidat ell.

11. Check References and Do researchMake sure to contact more than one referee. You should also research the candidate on social media sites such as LinkedIn, Facebook, and Twitter, as well as through a general Google search.

a quick guide for

human resource managers

of all job applicant forms contain outright lies about experience, education, and ability to perform essential functions on the job. (Profile International)

of all professional recruiters look at job candidates’ social media profiles when making selections. (Business2Community)

34%

93%

of all job applicants misrepresent why they left a former employer.(Profile International)11%

80%

of employee turnover is due to bad hiring decisions.(Harvard Business Review)

According to a research survey done by the National Business Research Institute in the USA, 37% of employers said that bad hires negatively affected employee morale. Another 18% said bad hires negatively impacted client relationships. And 10% said bad hires cause a direct decrease in sales.

Get The Skills & Training You need to become a Human resource professional via distance learning with Oxbrdige Academy

visit: or call:

www.oxbridgeacademy.co.za021 1100 200

The less nervous you make a candidate, the more you will be able to get out of an interview.

Give the candidate a warm welcome, Give the candidate a warm welcome, Give the candidate a warm welcome,introduce yourself, make small talk, and explain introduce yourself, make small talk, and explain introduce yourself, make small talk, and explain

the interview agenda.the interview agenda.