Interviews can be conducted in various ways from an informal discussion, reviewing work experience and careers history to a formal panel comprising numerous senior people where demonstrating certain competencies and experience is crucial. The style of the interview would usually be depicted from the level of appointment, for example, an interview for an apprenticeship may look extremely different to the interview of a Global Sales Director.
Fair and Open Interviews
It is paramount to ensure that the recruitment process is fair and open. It is suggested that organisations adopt a recruitment policy detailing the process and then stick to it. This could include asking all interviewees the same questions and then making detailed notes. The recruitment panel could then score the applicants answers and recruit on the basis of the highest scorer.
Although an interview process is of course an opportunity for an applicant’s personally to shine, but it is advised not to recruit on the basis of popularity. Although cultural fit can be a consideration when recruiting, it should not be a deciding factor.
It is important, in the interests of fairness and creating a non-discriminatory recruitment process to understand if any reasonable adjustments need to be made to allow an interviewee to attend. This again opens the talent pool to allow for any disabled people to easily apply for the role.
Consistent Interview Process
Interviewing is an interesting and important part of the recruitment process for any company. It is important to stick to general guidelines to prevent any potential discrimination. It is crucial to remember to stay focussed on finding the right candidate for the role by asking challenging and role appropriate questions irrespective the candidate’s background or any potential protected characteristics.
If your business follows these basic steps then finding that perfect individual for the role should be easier and more cost effective.