How to Interview – Step 9 – What to do if?

14 06 2010

The joy of working with people is that each situation is different, here are some handy hints on What to do if….

…The candidate hasn’t arrived

Give them or their agency a call and find out what’s happened.  It may be the traffic has got in the way or that they have gone to the wrong address.  Either way we recommend you allow them at least 15 minutes to turn up.

…The candidate really isn’t suitable and I don’t want to waste my time interviewing them?

Remember it’s important to leave a good impression of your organisation and to demonstrate a fair and consistent process for all candidates by providing all candidates with the same opportunities.   Therefore, it’s important that you still continue with the interview in all situations.

…I have no evidence?

There may be some occasions where some areas of the role profile or a particular competency have not been probed fully enough or even asked about. In this situation you should use the ‘0’ or “no evidence” from the rating scale.

…I have evidence spanning two competencies?

The evidence that you gather should only be classified under one area or competency, so that you do not fall into the trap of over-interpreting one piece of evidence by considering it twice. Consider the evidence that you have obtained and make a decision about where it is most appropriate.

…I have a similar amount of very good or very poor evidence?

If a particular piece of evidence is very good or very poor, make sure that your rating reflects this. You should be very careful that you do not over-emphasise the importance of just one piece of evidence. Refer back to the whole competency definition, and make sure the rating reflects this whole area.

…All my ratings are in the middle of the scale?

To be objective and fair to all candidates it is important to make use of the whole rating scale. Be prepared to use the 1 and 5 ratings. Remember, someone does not have to move heaven and earth to get a 5!  However occasionally candidates may perform satisfactorily across all competencies, therefore earning a 3 in all areas.

… The candidate is not prepared?

In today’s technologically friendly society, there should be no reason why candidates do not arrive prepared and equipped for the interview. If this situation does arise it is best practice to  ask the candidate if they feel comfortable continuing with the interview, or whether it needs to be rescheduled.

We hope that you’ve enjoyed our “How to Interview” Series which comes from our Recruitment Training for Managers programme.  For more information please get in touch with us at info@creative-leadership.co.uk.  We’d love to hear your feedback on how you’ve put our advice into practice.

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