- Apply the WASP technique to structure the interview and gather essential information
- Demonstrate appropriate behaviours during the interview and avoid any suspicion of discrimination against the candidate
- Identify the requirements of the vacancy and the role holders contribution to the current and future needs of the organisation
- Identify the key competencies for the role
- Write a ‘Person Specification’ for the job
- Avoid personal bias in judging interviewees
- Identify the essential criteria against which to select the most suitable candidate
- Prepare and ask effective questions to elicit information
- Adapt your behaviour to communicate successfully with your candidate.
- Achieve positive cost effective outcomes
- Manage time and resources
Recruitment Interviewing Skills Training Course Content
We have a vacancy! Identifying the requirements of the role
- Identifying your specific needs and criteria for the selection process.
- Identify competencies/ essential qualities – the skills knowledge and behaviours required of the role holder
- Identifying current and future needs of the department & the behavioural competencies of the role holder and designing a person specification
- Currency of job descriptions can job descriptions help or limit me?
- Recognising the behaviours that embrace the culture of the organisation
Planning and Preparation
- Planning your agenda and liaising with others involved in the process. The role of the HR department, what are their information requirements?
- Methods of advertising the vacancy
- When to seek references
- Pre-interview communication – Essential information for the candidate
- Assessing information from applicants against the person specification and short listing
- The venue Arranging the room and furniture in a format suitable to the particular interview you are conducting and removing interruptions
Interview structure and the WASP technique
W – Welcome
- The importance of making a positive first impression
- Putting the applicant at ease and explaining the process.
- Describing the role and responsibilities
A – Acquire Information
- Essential questioning skills and avoiding interrogations
- Formulating focus, context, and evidence based questions
- Summarising and seeking clarification.
- Observing and checking out non-verbal clues
- Balancing taking notes while demonstrating you are listening and processing information
- Questions & employment law. Inappropriate questions, and their effect on the candidate
- Recognising Discrimination – Direct discrimination an individual is treated less favourably and Indirect discrimination a requirement or condition has the effect of discriminating unfairly and unjustifiably between one group or individual and another
- Ensuring consistency, when assessing the level to which candidates match your criteria, making an informed and fair recruitment decision
- Beware Bias Halo effect, Hiring in one’s own image, first and premature impressions, Stereotyping
S – Supply Information
- Anticipating questions about succession, development, and support in the role
- Providing the interviewee with a chance to ask questions and gaining insight from those questions
P – Part Ways – Providing interviewee a time frame in which the interviewee can expect to hear from you
- Making a selection decision
- Assessing evidence – the extent to which each candidate met your selection criteria]
- The dangers of comparing the candidates against one another
- Constructing a scoring system
- Justifying your decision, for each candidate, recording reasons why they were successful or unsuccessful
- Making the offer and providing the candidate with time to consider the offer.