Employer Advise

Below we suggest four different ways to structure the meeting.

• Chronological – here you take a concise review of the candidate’s CV from past to present. If you want to see how the candidate has developed their skill set over time, this may be the most sensible approach
  Competency – if the role you are recruiting requires a certain skill set, this may be a better way to ask them questions. Pick out the key skills the candidate will need for the role for example, creativity, leadership and resilience and ask questions around these attributes.
• Role specific – if the vacancy is very specific, this could be the most effective way for you. This tends to be used for temporary roles also.
• The ‘informal chat’
  Again, another method used for temporary roles though some interviewers use this for permanent recruitment too. It can be seen as a good way to build relations with the candidate quickly however, it may not give the right impression of the role, department or company.
• Ending the meeting
  Once you have asked all you need to, give the candidate the chance to ask any questions. On top of being another chance to sell the benefits of working for you, it will also give you an insight into what is at the forefront of their mind with regards to the role. It may be appropriate to ask what their notice period is.We generally advise people not to offer candidates positions at the end of the interview. If only, it gives the chance to properly assess if they are right for the role. Always remember, Sales Placement Contract People Ltd consultants can give you more assistance to tailor interviews, so please get in touch.