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Here's why it's crucial to plan for employee interviews

by , 03 October 2014
There are seven bases to cover for successful and fair interviews. One of them is planning the interview.

If you clearly structure and plan for the interview process, you can make sure it's comprehensive and fair to all candidates to avoid any claims against you by aggrieved applicants.

Most importantly, planning will help you accurately assess candidates' abilities and if they are the right fit for your company.

Keep reading to find out what you must do to plan for employee interviews.

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Do the following when planning for employee interviews

You must:
1. Review each candidate's CV before the interview to identify any possible gaps and warning signs.
When going through CVs, make sure you don't discriminate against certain 'types' of people.
For example, don't exclude a CV because the candidate's female. The only time you can disregard someone is if they don't meet your basic job criteria or if you're following your affirmative action policy.
2. Structure the interview according to the job specification, the key performance indicators and key responsibilities of the position.
The Labour Law for Managers Loose Leaf Service says you must identify specific behaviours and competencies for the position and make sure your questions cover all these aspects of the position and don't open you up for an unfair discrimination case by asking the 'wrong' questions.
3. Have your answers ready to overcome any challenges when a candidate:
  • Fires questions back at you;
  • Doesn't give you with enough information to go on;
  • Delivers 'perfect' answers;
  • Gives long-winded answers so you can't get a word in; and
  • Is being blatantly dishonest in terms of experience and knowledge.
The bottom line is, you must plan for employee interviews because it will help you find the right candidate.

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