The Profiler

When it comes to interviewing candidates, the style, number of and type of questions can vary depending on the organisation. Some businesses have templates, include a psychological assessment component, do initial phone screens and even conduct interviews entirely off the cuff (probably not recommended unless you thrive in moments of awkward silence while you think up your next question!).

There is a lot of information in textbooks and on the web on best practices — all nice in theory but, from my experience, I find the following process an effective means to hiring people for my organisation:

Phone screens
Let’s be honest: not everyone who applies for the job is going to merit a face-to-face interview. Use the phone to help focus on the important candidates. General questions can be asked; for example, why did you apply for the role, what interested you about it? This can help you gauge the candidate’s genuine interest in the role — do they just want a job, or do they want a job with your company?

Informal first interview
The first interview is pretty much a meet-and-greet and rarely goes beyond 30 minutes. I work from a template that includes questions like “what do you know about the company?” (Has the candidate bothered to do any research?) And “what kind of role and company are you looking for?” (Does it fit with our requirements and cultural fit?) I also like to build on topics that may have come up in the initial phone screen.

The informal part is the key — I think you get the best results from a fairly candid interview that relaxes the candidate so you can see what they’re really like if/when they let their guard down. Believe me, I’ve had some literally let loose! I remember one candidate who came across as professional at the start of the interview. After some laughs from both sides of the table, the candidate started to lean forward, sprawling on the desk as he answered questions, and by the end of the interview, he was dropping the S- and F-bomb with disturbing regularity. Needless to say, that candidate was unsuccessful.

Formal second interview
In the second interview (if they’ve survived the first), questions should be tailored more to the position advertised. These can be a mix of general behavioural questions like “Tell me about a time…” and more specific scenario-based questions like “How would you deal with…” The tone of the second interview is more formal than the first — hopefully you’ve seen them with their guard down in the first interview. Now it’s time to see how they act in a formal situation.

Referee checks
It’s amazing how many employers neglect to follow up on this crucial part of the recruitment process. Referees can validate, confirm and comment on current/relevant skills and abilities of the candidate. Perhaps some believe this is a pointless exercise because how do you really know you’re talking to a “legit” referee? I guess I’d rather check than not do anything at all.

So what interview process or technique works best for you and your company?