Connecting...

W1siziisimnvbxbpbgvkx3rozw1lx2fzc2v0cy9yzxnvbhzlci9qcgcvc3vilwjhbm5lci5qcgcixv0

Interview Tips as a Client

Interview Tips as a Client
about 1 month ago by Jodie Elson
W1siziisijiwmtgvmduvmjivmdmvndqvmjavmtg5l0ludgvydmlldyb0axbzlmpwzyjdlfsiccisinrodw1iiiwindawedqwmcmixv0

As an interviewer it is easy to forget that you are also being assessed. Throughout an interview your potential new employee will be analysing what they think of you, your office and the opportunity.  So, although job interviews are predominantly about the candidate and your thoughts as the interviewer on whether or not they are going to be suitable for the position and the business, you also want to ensure you don’t leave the wrong impression.

Below are a few of our top pointers to keep in mind during your next interview.

  • Don’t be late – In the same way you expect your candidate to be on time, so should you. You have known about the interview in advance, so there is no real excuse. Not only is it disrespectful to your candidate, but can create an impression that punctuality isn’t highly regarded or valued in your office.
  • Don’t leave your phone on – Using your phone throughout an interview can be very disruptive; even answering a call to say you’re in a meeting. To allow the conversation to flow, it’s best to turn it off prior to entering the interview.
  • Don’t come in unprepared – It’s expected that candidates conduct their research prior to an interview, so equally so should you. Read through their CV fully before meeting them and then use the interview as an opportunity to build on this.  
  • Don’t talk only about yourself and the company – throughout an interview the dialogue should flow back and forth. Ensure you talk about the about the opportunity, the candidate and what they are looking for as well as the company and your story. 
  • Don’t talk badly about previous people in the role – Often you are conducting an interview as you want to replace a member of staff, but resist the urge to talk badly about the previous or current person in the role. By doing so you will only cause the new candidate to worry about their future prospects in the role and leave a bad impression. 
  • Don’t sugar coat the role – Of course you want to up sell your company and the role, however be careful not to over promise. This will only lead to higher voluntary staff turnover, as you’ve sold a dream that will never materialises. Remember to give all the facts about the role; the good, along with the realities.
  • Don’t discriminate – This covers a multitude of things, from asking about age, religious preference or marital status and family plans. These are unrelated to their ability to do the job and can leave a bad impression, even if you are just asking out of curiosity or otherwise.