The key to effective interviewing is firstly the establishment of the jobs specific functions. Compile the basic job duties that an employee must be able to perform. Review to identify skills, knowledge and abilities essential for successfully performing the job.

“Technical” requirements refer to specific skills, expertise or experience that your position demands. “Behavioral” requirements refer to how a person needs to act in order to fulfill a given responsibility (e.g., “self-motivated,” “well organised,” “attentive to detail,”).

Ensure that in an interview you will gain information about the essential requirements. “Critical” requirements are those you absolutely must have–those critical factors that will eliminate some applicants.  Desirable requirements can generally be learned on the job.

The Interview Process

Make Reception staff aware of your appointments in order to present an organised, efficient welcome. Provide a relaxed, interruption free interview setting and keep the same format for each candidate. Allow an equal amount of time for each candidate to answer questions. Provide information regarding the expected timeframe for filling the position and what the interview is meant to accomplish. Briefly define the job responsibilities.

It is extremely important to listen and concentrate on what the candidate is saying. The candidate should carry 80-85% of the total conversation. Direct questions are easy to understand, and are more likely to result in concise answers and specific information. Don’t interrupt the candidate’s thinking process.


  • Closed questions that require merely a yes or no response
  • Multiple questions that require several answers
  • “Loaded” questions that force a choice between two alternatives
  • Questions that deal with areas that are not factors for job performance, such as gender, age, race, religion, marital status, medical conditions. Contact your Recruitment Consultant if you have questions.

At the end of the interview thank the candidate for coming, and explain when a decision should be made, whether a second interview will be conducted, and how candidates will be notified. Remember to smile, shake hands, and lead the candidate to the door.  Keep the process the same for all candidates.