Top Tips
Interviewing Tips
- Interview formats
- Interview questions
- Preparing for interviews
- Legal considerations
When inviting candidates to an interview:
- Specify the date, time and place of the interview. Also include a location map with details of access for cars and pedestrians, parking and public transport. You should ask candidates if they have any special requirements (for example if they have a disability).
- Outline the likely duration of the interview and the format the interviewee can expect (such as panel, one-to one).
- Include the names and job titles of the interviewers.
- Give details of other aspects of the proceedings so that nothing takes candidates by surprise. Will there be other parts of the assessment process they also need to know about, for example tests, in-tray exercise?
- State what documents applicants need to bring with them (for example proof of qualifications, driving licence, indemnity insurance certificate, proof of right to work in the UK).
- Ask candidates to confirm their intention to attend the interview at the stated time and place.
- End by giving a name (not an illegible signature) and methods by which candidates can make contact (address, phone number, email etc).
Preparing for the interview itself:
- Base interview questions on a comprehensive, accurate and up-to-date job description.
- In framing questions for unstructured and semi-structured interviews, refer to the CV or application form so that any inconsistencies or omissions can be followed up.
- Give active consideration to the current environment and to any important business issues of relevance to the vacant job. This background material should be used in question design and can also be imparted to candidates during the interview so that they can answer questions as effectively as possible.
- Consider in advance how information collected at the interview will be used to assess the performance of candidates. Will a scoring system be used to help make comparisons? Will the interview be used alongside other activities as part of the selection process?
- Allow time during each interview for candidates to ask questions and make sure that the interviewer has sufficient information about the job to answer any reasonable question.
- Take brief notes during the interview but not at the expense of the dialogue; allow time in the schedule to write longer notes immediately after each interview.
- Try to let the candidate know the timescale for informing them of the outcomes of the interview.
Legal considerations
It is important that all interviewers are aware of relevant legislation so they do not ask questions or make judgements that are discriminatory. They also need to realise the importance of good quality notes and record keeping (for example in the instance of a discrimination claim from an unsuccessful candidate). If you are a CIPD member, you can find more information in the various discrimination FAQs in the Employment Law at Work area of their website.