Recruiting & Interviewing

Carrying out the interview

Prepare your questions in advance of the interview. Your aim is to get quality information from the candidate so you can assess them fairly and fully against your needs.

  • Welcome the candidate – try to put them at ease.
  • Introduce yourself and other people present.
  • Explain the structure of the interview.
  • Outline the company background and role, and where the job fits.
  • Encourage the candidate to talk about how their skills and experience apply to the vacancy.
  • Ask open ended questions – ones that cannot be answered with a yes or no.
  • Allow the candidate time to think and speak.
  • Keep control of the interview. If you feel the candidate is going off-track turn the conversation back to the information you need.
  • At the end of the interview, ask the candidate if they have any questions.
  • Inform them of the next stage in the recruitment process, eg appointment, second interviews, tests and the estimated timescales.
  • Thank the candidate for their time.

Keeping records of the process

  • Back up interviews with a detailed record of the procedure, written as soon as possible after the interview.
  • Only record what has been said in the interview and how the selection decision was made, NOT your beliefs or thoughts about the candidate
  • Be aware that candidates who later make a complaint to an employment tribunal have the right to ask for copies of any notes made during the interview, and that you may need them for defending any possible discrimination case relating to the process.

Only record or keep personal data after an interview if it is necessary and relevant to the recruitment process, or in respect of a discrimination challenge. Data that is kept should be securely stored. For more information see the Employment Practices Data Protection Code (PDF) from the Information Commissioner’s Office (ICO).

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