Top tips for first-time interviewers
Interview anxiety is a real thing. Research by employment screening company JDP found that 93% of the people surveyed feel the fear before an interview.
However, interviews can be just as nerve-racking for the people sitting on the other side of the table – especially if they’re new to interviewing.
There’s a wealth of interview advice out there for interviewees, but very little for interviewers.
To put that right, we’ve compiled some top tips to help first-time interviewers navigate the process and find the right person for the job.
Let’s dive in.
Pre-interview
Choose your approach
Some hiring managers take an unstructured approach to interviews. Rather than asking a pre-determined set of questions, they’ll have an informal, free-flowing conversation with candidates, and questions will arise spontaneously.
As a newbie, we recommend you take a more structured approach, by:
Preparing the questions in advance, based on the criteria in the job ad and the person specification.
Ask the same basic questions of all the candidates, in the same order. (But be sure to ask additional questions that arise from the individual application forms if clarification is needed, i.e. gaps in employment).
Ask open-ended behavioural and situational questions.
Avoid cliche questions, or you run the risk of getting canned responses.
Don’t ask anything relating to “protected characteristics” as it’s illegal. In other words, questions about age, race, gender, religion, disability, and/or marital status are a no-go.
Define your rating system
Before the interviews kick-off, you need to come up with a fair, consistent rating system. There are no hard and fast rules for this, but as a minimum, we suggest you do the following:
1. Identify the key criteria you’ll use to evaluate candidates i.e., job-related skills, experience, qualifications, personal attributes, and cultural fit. Your interview questions should address each skill /attribute.
2. Decide on a scoring system. This will typically be a numerical score, such as 1-5 or 1-10. (Add a key to explain the scoring system).
3. Add the questions and attributes you’re assessing to the sheet, with space next to each for notes.
Want some inspiration? There are loads of templates online.
Review the CV’s
This may sound obvious, but you wouldn’t believe how many interviewers go into an interview without giving the CV’s even a cursory glance.
Spend 30 minutes before each interview reviewing the candidate’s CV. Compare it to the job spec and jot down any questions/concerns that arise. While you’re at it, make a note of something you can use as an icebreaker. Does the candidate have an interesting hobby? Have they worked somewhere unusual?
During the interview
Put the candidate at ease
Regardless of how nervous you are, it’s your job to put candidates at ease so you can get the best out of them.
As they arrive, greet them warmly, and thank them for coming.
Once you’re both seated, it’s time for kick-off.
Remember that ice-breaker we told you to jot down earlier? Start with that. It’ll help the candidate relax and get the conversation flowing.
Take notes
The interview process may stretch over days or weeks. Notes will ensure you're basing your hiring decision on solid information, rather than half-remembered impressions.
Want to improve your note-taking skills? Here are five effective methods to try out.
If note-taking isn’t your forte, ask a colleague to sit in on the interviews and do it for you.
Listen
The aim of the interview is to learn about the candidate, so don’t hog the conversation. As a guide, aim to speak 20% of the time and listen for 80%.
Give candidates as much time as they need to think about how to answer your questions. However, if they start sweating profusely, glaze over, or stutter over an answer, rephrase the question or give them a gentle prompt.
Invite questions
When you’re done with your questions, give candidates an opportunity to ask theirs.
It’s your turn to sell the charity and role to them. So make sure you’re clued up on the responsibilities, benefits, training and progression opportunities, and the organisational culture.
The close
Thank the candidate for their time and let them know when they’re likely to hear back. If you’re thinking of progressing them, give them the heads up as to the next steps i.e., will there be a second interview? Do they need to prepare a presentation?
After the interview
Provide feedback
The candidates gave up their time to apply and meet you – the least they deserve is feedback, whether it’s positive or negative.
When rejecting candidates, refer back to your interview notes and pick out a few points, (both good and bad) to relay back to them. Balanced feedback will soften the blow.
Act quickly
If someone stands out, don’t hang around. There’s nothing worse than losing your ideal candidate to another charity because you didn’t move fast enough.
Final Word
This is a whistle-stop tour of the interview process. If you’ve got any questions or would like to discuss an aspect of the process in more detail, feel free to give us a call on 0203 750 3111.