Kareen Cox, Career Writer

In conducting an interview, everyone always focuses on the needs of the interviewee. Many articles abound that seek to provide advice to job applicants on how to ace a job interview. But what about advice for the employers?

Many employers, especially those who work in small businesses and do not have a human resources department, are not necessarily experts at conducting a job interview. This becomes an even bigger problem if, in the absence of a human resource department/manager, the hiring officer also does not have any training in human resources.

Getting the interview process right is a very important tool in selecting the right person for the job. The following are some interview tips aimed specifically at employers:

Choosing candidates for the job interview

Candidates should be chosen based on the strength of their résumé and cover letter. Apart from looking for the obvious, such as correct grammar and spelling, employers should identify a list of the specific qualities, skills and experiences they are looking for, that they will use to shortlist applicants.

Preparing for the job interview

It is wise to select an interview panel to conduct job interviews. This will allow for the views of other participants to be taken into account before choosing a candidate, and will also (hopefully) prevent any incidents of bias towards any one candidate, hence a fair interview.

Even if you're tempted to interview your friend's daughter one-on-one because you know her, allowing someone else to sit in on the interview will offer you an independent point of view.

Also, ensure that each interviewer understands their role in the interview, and that their questions are asked based on the list of qualities, skills, knowledge, and experience that were used for the résumé screening process. If possible, designate who will ask questions from who will take notes, so that there isn't any confusion during the interview, or after, especially if deliberations are required in order to make a decision.

Conducting a behavioural interview

About.com posits that behavioural interviews are the best tool you have to identify candidates who have the behavioural traits and characteristics that you have selected as necessary for success in a particular job. Behavioural interviews allow the candidate to pinpoint specific instances in which a particular behaviour was exhibited in the past.

Avoid asking discriminatory questions

These questions could prove to be a major source of discomfort for your interview panel, as well as the job candidate. Discriminatory questions include those that are related to a candidate's age, gender, race, disability, pregnancy and or HIV status. Focus instead on interview questions that highlight the candidate's strengths and weaknesses to determine job fit.

The job interview is a powerful factor in the employee selection process. It is the key to assessing whether the candidate is the right fit for not only the job, but also the organisation. Being adequately prepared as the interviewer will ensure that the right candidate is chosen for the job every time.

Kareen Cox is the resources coordinator in the Career Development Services Department, HEART Trust/NTA.

Examples of behavioural interview questions

Describe a work situation in which you can demonstrate that you motivated another person.

Describe a time when you were faced with a stressful situation that required and demonstrated your coping skills.

Give me an example of a time when you set a goal and were able to meet or achieve it.

kareen.cox@gmail.com