Interviewing candidates is a very important task. As a hiring manager, you aim to find the person whose experience, skills and character match your organisation best.
Within the Social Care sector, this is even more significant as vulnerable lives could be at risk dependant on your decision. If you don’t prepare key interviewing questions or listen to the candidate, then you could allow a bad egg to slip through the net or let your perfect employee slide through your fingers. It doesn’t matter you have had little practice at interviewing, if you prepare, you will be fine.
In order to conduct a successful interview, here are 8 things you could bear in mind.
1. Make a Check List – Preparing for the interview is important if you want it to be successful. If you just ask whatever question comes into your head first, you’ll end up asking questions which won’t help you make the right end decision. Create a list of questions based on your organisations requirements and the job description, then write questions that will help you evaluate the candidate’s experience, skills and character necessary to be successful in the role. Keep this list with you while interviewing so that you ensure you are asking the most relevant questions.
2. Review their CV in Advance – Before interviewing, highlight areas of the CV which you’d like to probe further. Construct some questions to delve into the candidates knowledge and experience while validating the important information on their CV.
3. Write it Down – It can be hard to keep track of who said what when you are interviewing a number of candidates, you may even forget all the answers a candidate gives. Taking simple notes after the candidate answers each question, shows you are being thorough. However don’t just be scribbling away while the candidates are speaking as you may miss something crucial, don’t worry if that means there is a slight pause between questions.
4. Open-Ended Questions – Ensure your questions are open-ended. This will allow you to be able to create an actual dialogue between yourself as the interviewer and the candidate. Open-ended questions let the candidate open up and to talk more, which allows you to find out what sets them apart from any of the other candidates you may be interviewing.
5. Don’t be afraid to change course – You are likely to want to ask follow up questions that you hadn’t written down beforehand when you use open-ended questions. Asking a few questions that you come up with off the top of your head is OK! In fact doing this usually means that the interview is going well and that you are intrigued by what the candidate is saying. Ensure you do get in all your planned questions but be mindful that candidates may have to get back to their current work so try to keep to the interviewing time as stated.
6. Build Relationships – You should always try to establish a rapport with every candidate when interviewing. It will make the candidate much more comfortable and help them relax if you begin the interview with a smile, a handshake and an initial casual conversation.
7. Listen to the Candidate – Don’t lose focus on what the candidate is saying, this can be a common mistake made by those who are interviewing candidates for the first time. Try not to think about what the next question is that you want to ask while the candidate is still answering you, and try not to judge what they are saying until after the interview ends.
8. Patience is Key – Ask the candidate if they need you to clarify or repeat the question if you find there is a pause or a long silence after you ask it. Some people are nervous when it comes to interviewing, but that doesn’t mean they won’t be excellent employees, so be patient.
Make sure you take some time to make the candidate feel comfortable speaking with you, that way they won’t be as nervous and their answers will be more in depth. This will help the interviewing process because you want the candidate to open up and answer your questions. We are confident that as a manager, you will have much more success during interviews and hire the best candidate possible for your care organisation, if you follow these 8 tips.
We hope you found this blog useful. If you would like any further advice or support in finding the right person for a management role in your social care service then we would be happy to consult with you.
We have 3 great recruitment packages to choose from which detail just how much work we put into finding you the right senior team members who fit your organisation and deliver results.
Give turro a call on 03305 552211 or email turro at email@example.com if you would like to know more about how we can help you find your new starter.
turro look beyond the CV; turro finds out the values that drive each candidate to work in this very demanding yet rewarding sector.
Why don’t you check out our other client blogs such as how to build an effective recruitment plan, by clicking here.