The Interviewing Process

July 19, 2016

Next in our recruitment series, we look at the interviewing process.

Once you have advertised, and narrowed down your candidate list, it is time to begin interviewing, so what HR considerations should you have in mind when interviewing potential candidates?

Offer a formal notification of interview (either through letter or email) stating the time, date and location of the interview, along with any other expectations of the candidate on the day.

Remember if you are going to ask for evidence (such as certificates) confirming qualifications gained to be presented at interview, please notify the interview of this in the letter inviting them to the interview.

It is always advisable that more than one person from the company be present at interviews and share equally in the interview process. This helps to alleviate the risk of charge of bias on the part of the interviewer.

Questions should be limited to the requirements and skills required for the advertised post.

Some of the information required to make your final decision will have already been obtained from the job application form and can be inserted on the interview rating form prior to the interview.

However, you may wish to ask questions to check the validity of the information by inspection of certificates or by asking questions. Dependant on the information provided or responses given, you may wish to adjust the final score awarded up or down.

It is good practise to ask the same questions to all candidates, scoring their responses.

A number of questions, relating to the requirements of the job, should have been drafted prior to interviews being undertaken and the answers to these questions should be assessed with the appropriate score being inserted on the interview rating form.

Similarly, to job application forms, when interviewing, particular attention should be taken to ensure that questions are not asked that could be seen as discriminatory.

The following are examples of the types of question that should not be asked,

•             How many children do you have?

•             Working these hours, how will you manage your family commitments?

•             What religion do you follow?

•             Will working a Friday be a problem?

The interviewee with the highest overall score should be offered the job, unless there is an overriding reason why not, for example not possessing an essential skill.

Interviewing rating forms should be retained, they may be valuable evidence if your decision not to appoint an applicant is challenged before an employment tribunal.

As a HELP customer, you have instant access to templates of the appropriate forms for each part of the employment process, saving you the trouble of putting together standard forms from scratch. You can find out more on gaining access to these templates by contacting a member of our friendly team.

This post is in: Employment Law Blogs

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