For employers: Organizing the interview

Interviews must be organized and the necessary procedures conducted correctly. It's often the case that a lot of unnecessary work and wasted time and effort is caused by a series of malfunctions.

Interview structure

Depending on the nature of the interview, which may be Behavioral, Biographical, Situational, or other forms, the interview is designed in sections.

The structure outlined here is a basic format, based on a three person panel. Panel member 1 is the technical expert, panel member 2 is a human resources person.

PHASE OF INTERVIEW	PERSON CONDUCTING	TIME	PANEL DUTIES (performed by all members)
Welcome	Convener	2 minutes
Introduction of candidate to panel members	Convener	2 minutes
Outline of interview	Convener	3 minutes
Motivation question(s)	Panel member 1 Panel member 2	8 minutes per question	Noted by panel
Communication questions	Convener Panel member 2	Same	Noted by panel
Problem solving question	Panel member 2	Same	Noted by panel
Technical question(s)	Panel member 1	Same	Noted by panel
Workplace relationships	Panel member 2	Same	Noted by panel
Teamwork	Panel member 2	Same	Noted by panel
Candidate supporting statement	Candidate	5 minutes	Noted by panel
Candidate questions	Candidate	5 minutes
Time of commencement	Convener or panel member 2	2 minutes	Noted by panel
Close of interview	Convener	1 minute
		Approx time 1 hour

After the interview

After each candidate is interviewed, there are some necessary procedures:

• The panel gathers their notes and materials for the previous interviewee.
• Each candidate's information is collected from panel members.
• The candidate's name should be shown on each document.

Important:

• These materials are required to be documented by employment law.
• They form the employer's record for selection, and are also evidence in case of a dispute regarding appointments.

The next candidate is notified to be ready to enter.

The selection process

The panel convenes, either immediately after the interviews, or as soon as possible afterwards, while memories are fresh:

• Each interviewee's evaluation results are considered.
• The panel recommends selection on merit, based on the successful candidate meeting all job criteria.
• A written recommendation is forwarded for approval to management.

Essential information:

The panel is not obliged to fill a position if all selection criteria haven't been adequately demonstrated by interviewees.

The panel's recommendation must be in writing. This recommendation is part of the record of the interview, for legal purposes.