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Suggested Interview Style & Techniques
by Kim Malone-Schultz, Managing Director of Kim Malone & Associates Legal HR & Recruitment Spec
What to ask and what not to ask
Always be well prepared
Art of interviewing – provide job description details
Be aware of deceptive responses
Provide an opportunity for the Candidate to ask any questions and make any further comments
In conclusion provide details of relevant selection and notification process, thank the Applicant for their interest and application
The interview process can be somewhat daunting and not just for the Applicants. Often it is very time consuming for the interviewer also, as there are so many scenarios to take into consideration. As a Principal of a law firm or an HR Professional, you must be mindful of what you can ask and what not to ask. We all know that we should not be asking about an Applicant's date of birth, marriage status, family situation, religion, sexual preferences and other non work-related matters, but what can we ask in a forever changing working environment. As a guide to assist Employers - The Human Rights & Equal Opportunity Commission has prepared best practice guidelines, to help your firm avoid any difficulties with any interview techniques or incorrect questions. Please refer to their website: http://www.humanrights.gov.au/employers/
Preparation for each interview is important for the meeting to flow smoothly and obtain the best out of the interviewee. Prior to your meeting prepare yourself by perusing and reading the Applicant's entire Resume, and preparing a list of structured questions that you should be asking of each Applicant being interviewed. It is also recommended to have a copy of the position's job description available, to be provided to the interviewee either prior to or during the interview. It is best and perhaps fairer, and less time consuming to allow the Applicant to read the job description in his/her time, so you could either provide the job description by e-mail when confirming the interview or when the Applicant first arrives and prior to commencing the actual interview. This enables the Applicant to read with the view to asking any questions or requiring clarification. Alternatively your Recruitment Consultant could provide to the Applicant on your behalf. Allowing the Applicant to read and be aware of the complete job description could save you a lot of heartache later on, and avoid hiring the wrong Applicant.
You must also be aware that a small number of Applicants don't always give the complete story, so you will need to be vigilant, and be mindful that a lot of communication is really non-verbal. Watch the Applicant for any noticeable hand and face gestures. Other signs to be wary of may be evasive or dismissive answers, not looking directly at the interviewer, or continually moving and fidgeting in their chair. A possible suggestion here would be to observe the Applicant when you first greet the interviewee, to determine what is their typical behaviour. It is worth being aware of any deceptive behaviour, as a bad hire could cost your firm dearly.
The art of interviewing is to make the Applicant feel welcome and comfortable, as you can learn a lot about a person’s working ability this way. Ask the Applicant to provide some general background about themselves which makes them feel comfortable and on common ground, remembering of course not to ask personal questions. If the Applicant chooses to discuss personal matters it is their choice. In addition to discussing the role in detail, be prepared to give a history and some general background knowledge of your firm at the appropriate time during the interview.
At the conclusion of the interview always give the interviewee the opportunity to make any further comments they may wish to add, or ask any appropriate questions about the position and your firm. Remember to finish the meeting by thanking the Applicant for their application, and provide details as to the final selection process procedure, and when they can be expected to be notified either way. Where possible it is suggested to provide any relevant interview feedback that you feel may be appropriate at that time.
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