For the best results during the interview, make sure you carefully plan the interview beforehand. You might like to consider covering the following points:
Select a place where the interview can be conducted in private with no interruptions.
Choose one or more appropriate interviewers to conduct the interview. It is preferable to have both a male and a female on a selection panel.
Think about the questions that you'll ask. Questions should be open-ended to encourage applicants to discuss issues and demonstrate their abilities.
Arrange appointments with the short-listed applicants.
Allow adequate time for each interview – at least 30 minutes and preferably 45 minutes (depending on the responsibilities of the job) with 15 minutes for the interviewers to discuss the candidates while still fresh in their minds.
Tell the applicants what they will need to bring to the interview, such as references, academic record or examples of their work.
Tell the applicants in advance if they will be given a test of any description – for example, a maths, spelling or typing test.
Familiarise yourself with the applicant's application.
Conduct the interview
Use the interview to discuss the applicant's skills, experience, and abilities. You should also be able get a sense of their personality and values to determine how they will fit into your team.
Here are a few pointers to make your interviews as productive as possible:
Introduce yourself and the other interview panel members.
Make the applicant feel at ease.
Give a background on your business and the position.
Start with a general question.
Ask all applicants the same or a similar set of questions to allow comparison.
Let the applicant do most of the talking. Prompt them for more information if necessary.
Ask about their current position, notice required to be given, availability of reference from current employer, the need for confidentiality, etc.
Invite the applicant to ask questions about the business and the position offered.
At the end of the interview, tell the applicant what happens next: how long it is likely to be before a decision is made, and any further checking of references etc that needs to be done.
Make notes on the interview, review answers and information against selection criteria, and consider other relevant factors, for example, personal presentation and personality.