Interviews: Preparing for an interview

The job interview is a structured process. There are a few basic considerations before you start this process.

This structure is extremely important. The process allows for real efficiency in your workplace, if you use the structure set out below:

At the preparation stage, you need to:

• Validate the need for the position
• Consider any job design issues
• Consider assessment criteria for candidates
• Conduct a cost benefit analysis of the job design
• Cost the interview process

As you can see these are all practical considerations. The interview allows for some very useful possibilities in designing the position, and assessing candidates. The cost benefit analysis is particularly effective in creating a good job and a good business model.

Having established the need for the position, you now:

• Set up your interview panel
• Schedule the hiring process
• Establish the hiring criteria
• Put together an information package
• Create a job advertisement
• Appoint a contact person
• Advertise the position

Set up your interview panel

Depending on where you live, there may be requirements for an independent panel member. It's advisable to appoint a convener who is thoroughly familiar with the work in the position.

A taker of minutes of the interview is normal, although in many cases, all panel members take notes.

Schedule the hiring process

This is best done according to your own needs. It's usually a good idea to schedule your interview and selection times so you can fit the job into your administrative needs and the needs of the job.

Put together an information package

The information package, by law, must contain all relevant information regarding the job.

The information package must contain:

• A full description of the position
• Detailed information on the tasks and duties of the job
• Information about package benefits, salary, superannuation, etc.
• Contact details, application forms or refer to online applications
• Any required documentation like authority to conduct background checks, police checks
• Materials required under privacy legislation

Create a job advertisement

The job ad must comply with employment and advertising laws. Your ad can be removed by the publisher if it doesn't, and you can get into serious trouble.

The job ad is basically a smaller version of the information package, in terms of essential information.

The job ad must contain:

• A statement of essential skills
• A clear description of minimum requirements
• A complete statement of qualifications required
• Contact person for inquiries
• A date for lodgment of applications

Application forms

Application forms are usually standardized. Application forms are either sent out by the contact person, and online job ads usually connect to an online application form.

NOTE: Application forms, hard copy or online, must be in accordance with employment law.

Check your ad before publishing, to make sure nothing is left out.

Appoint a contact person

This is usually the convener. The contact person must be fully familiar with the position and the information in the job advertisement.

Advertise the position

• Select where you want to advertise your position
• Check advertising costs
• Lodge advertisement in the format required by the publisher

The average job ad is advertised for ten working days. The hard copy publisher of the ad will withdraw the ad after that time, unless you stipulate otherwise. Online ads should also be removed after that period.