Interview tips for managers

Interviewing is an essential part of the recruitment and selection process. Getting the wrong people in place means the team you manage may not meet its objectives  - not good news for your career prospects. Follow these top tips to improve your prospects of success:-  

Decide the essential things you need to learn about the candidates and prepare questions to probe them. 

 

Make notes of the questions you intend to ask - otherwise you'll forget.  

Remember all candidates need to be asked the same questions although follow up questions will be different. 

 

Plan the environment - privacy, no interruptions, ensure the interviewee is looked after while they wait. 

 

Arrange the seating in an informal relaxed way. Don't sit behind a desk directly facing the interviewee - sit around a coffee table or meeting room table.  

 

If you must use your own office clear your desk, as it shows you've prepared and are organised, which shows you respect the situation and the interviewee.  

 

Put the interviewee at ease - it's stressful for them, so don't make it any worse. Small talk about the journey to interview may help. 

 

Begin by explaining clearly and concisely the general details of the organisation and the role.  

 

Ask open questions - how, why, tell me, what, (and to a lesser extent where, when, which) to get the interviewee talking.  Make sure the interviewee does 90% of the talking.  

 

Use 'How?' and 'What?' questions to prompt examples and to explore motives and feelings. 'Why?' questions place more pressure on people because they suggest that justification or defence is required. 

 

'Why?' questions asked in succession will probe and drill down to root causes and feelings, but use with care as this is a high-pressure form of questioning and will not allow more nervous candidates to demonstrate how good they are. Think about how your questions will make the interviewee feel. Your task as an interviewer is to understand the other person and their fit to the job - not to bully and intimidate. 

 

High pressure causes people to clam up and rarely exposes hidden issues - calm, relaxed, gentle, clever questions are far more revealing. 

 

Probe the cv/resume/application form to clarify any unclear points.  

Give interviewees opportunities to ask their own questions. Questions asked by interviewees are usually very revealing. They also help good candidates to demonstrate their worth, especially if the interviewer has not asked great questions or there is a feeling that a person has for any reason not had the chance to show their real capability and potential.  

If possible, and particularly for any position above first-line jobs, use some form of psychometric testing and have the results available for the interview, so you can discuss them with the interviewee. Always give people the results of their tests. Position the test as a helpful discussion point, not the deciding factor. Take care when giving the test to explain and reassure. Ensure the test is done on your premises - not sent in the post.  

To learn more about essential management skills and know how, consider taking a management qualification with Blueprint Education and Training Services Limited.