Interviewing techniques

For most busy managers interviewing someone for a job is a chore they fit in between their "real work". But hiring the right person is a task that goes straight to the bottom line. The ideal recruit will boost profits, but picking the wrong candidate is a waste of time and money.

Make sure you know what sort of person you're looking for by writing a job description. This will allow you to judge whether each candidate has the right qualifications, skills and experience. It will also give you an objective way of comparing each person.

The Institute of Directors suggests weighting criteria in order of importance. So, for example, communication skills would be nine for a job as a customer adviser. Teamworking would be weighted six and and technical knowledge five. Decide which skills are essential and which would be a bonus.

Using two interviewers can help avoid accusations of bias. If one has specialist skills - for example in IT - they will also be a better judge of the candidates' qualifications in this area.

The shortlist

Only interview candidates who stand a chance and avoid personal bias by asking two different people to draw up a shortlist. Don't interview more than three or four people a day and leave plenty of time between so that you can discuss the previous candidate and prepare for the next person. Plan each interview to last between 45 and 90 minutes.

Decide whether the interview will include a practical test. You might, for example, ask them to give a presentation or demonstrate their wordprocessing skills.

Preparation

If your organisation is relaxed and informal you might consider meeting the candidate in a bar or cafe. But pick a quiet corner where you won't be overheard and remember that many people won't want to be spotted by their current employer.

An office room is preferable. Make sure you won't be disturbed and turn off your mobile phone. If a candidate has special needs check that the room is suitable for them. Can you get in and out of it using a wheelchair, for example?

Sit round a table, rather than firing questions from behind a desk and don't choose a chair that's higher than the candidate's. Have pens and paper ready to take notes and a jug of water for refreshment.