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Plan for an interview using these essential steps

by , 08 May 2014
The saying 'you get what you put in' fits perfectly when it comes to interviews. If you don't plan properly, you won't get the right candidate for the job. What's more, you'll end up unfairly discriminating against applicants. As a result, you could land up with a costly trip to the Labour Court. Don't take that risk. Follow these four steps to properly plan for an interview.


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Use these four steps to plan for an interview

The Labour Law for Managers Loose Leaf Service outlines what you must do when planning the interview:

#1: Review each candidate's CV before the interview

This will help you see any possible gaps and warning signs. When going through CVs, don't discriminate against applicants.

For example, don't exclude a CV because the candidate's a 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: Have an interview panel

You can choose at least one other manager to help you with the interview. This'll help avoid a 'he said, she said' situation if the candidate claims unfair discrimination after the interview.

That's not all. Here are two more things you need to do to plan for a job interview.


The A-Z of legal recruitment

  • Did you know there are 11 legal requirements for recruitment?
  • Do you know how the Employment Equity Act affects your job advertisement?
  • Do you know what checks you can legally conduct on an applicant?
  • Are you sure your employment contract includes the 16 clauses the law says you must have?

If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.


#3: Structure the interview according to the job requirements

Here, you must identify specific competencies for the position. And make sure your questions cover all the aspects of the position and don't open you up for an unfair discrimination case by asking illegal questions.

#4: Have your answers ready in case the candidate does the following:

  • Asks you questions about the job;
  • 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 dishonest in terms of experience and knowledge.

Planning is key when it comes to interviews. So make sure you follow these four steps to plan for an interview so you can get the right candidate and avoid unfair discrimination claims.

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