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To host a successful interview, you first need to decide these two things

by , 29 May 2014
The purpose of an interview is to determine three things about the applicant: Does the applicant have the ability to perform the job? Will the applicant be motivated to be successful? And will the applicant match the needs of your company?

But how do you achieve this and ensure your interview is successful?

Well, it all lies on two things. You first need to make a decision about them before you even call the applicant to come in for the interview.

Here are the two things you must decide on to make your job interview successful...


70 Questions to ask to get the most relevant information from your interviews

Discover everything you need to know to make the right decision every time. Find out about the applicant's strengths, areas for improvement, ideals and commitment with these specific questions – all set out in an easy-to-follow checklist. You'll have no doubts about the person's ability!


Want your job interview to be a success? Decide on these two things first

Experts behind the Practical Guide to Human Resources Management say to make your interview successful, you first need to decide on:

  1. How many interviews you'll do; and
  2. Who'll do the job interviews?

Let's take a closer look at each of these important factors.

#1: You need to decide how many interviews to conduct for each candidate

Nowadays, most companies prefer to do more than one interview to thoroughly asses the candidate.

Once you decide on the number of interviews to conduct, you must decide on the type of interviews you want to use.

For example, you can use:

  • An unstructured interview to find out a little more about the candidate.
  • A structured interview to compare candidates.
  • A mixed interview to ask the same structured and unstructured questions and get more information through conversation.
  • A competency-based interview to find out if the person has the required competencies for the job.

Now let's take a look at the second thing you must decide on: Who'll do the interview?


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#2: You must make a decision about the people who'll conduct the interview

This is crucial because if you choose the wrong people, you won't get the best results. And this means your recruitment drive will fail.

The Guide says you must use only the best and most skilled recruiters in your company or use external recruiters to help if your current recruitment skills base is low.

Your interview panel should ideally consist of:

  • An interview panel chairperson with good interviewing experience
  • An interview panel member who'll contribute to the interview by asking either designated questions or those in his field of expertise; and
  • An HR person who'll assess if the candidate is the right fit for the company.

There you have it. The two things we've outlined are the key 'ingredients' to conducting a successful interview. Never overlook them.

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