Make it a conversation, not an interrogation.
The job of an interview is to establish whether somebody can do the work, and at the same time to find out what working together would actually be like.
People are rarely at their best while being tested. They are often at their best while talking about their work.
Five things that help
None of them add time to the interview. Most of them save it.
- 01
Ask for examples
A rehearsed answer tells you somebody has prepared. An example of something they actually did tells you how they work.
- 02
Be consistent
Decide what you are assessing before the first interview, and assess everybody on the same things. It makes comparison possible and keeps the process fair.
- 03
Leave room for the unexpected
A script covers the ground but rarely surfaces the interesting part. Follow the answer when it takes you somewhere useful.
- 04
Tell them the truth about the role
Including the parts that are hard work. People who accept a job they understand are the people who are still there a year later.
- 05
Give them time to interview you
Strong candidates are choosing too. Ten minutes of genuine questions at the end is often what makes them want the job.
Keep it fair and relevant
Questions should relate to doing the job well, and everybody in the process should get a fair chance to answer them. If somebody needs an adjustment to take part properly, ask us in advance and we will sort it out quietly.
This is recruitment guidance from Elbrus, not legal or HR advice. For formal obligations, take your own advice.
Afterwards
Tell us how it went while it is fresh, including the reservations. Specific feedback lets us either address something directly or adjust who we introduce next, and candidates deserve a straight answer either way.
Speak to us
Happy to talk through an interview structure, or to feed back what candidates tell us afterwards.