Interviews: Preparing the interviewers for the interview

In any job interview one of the most important issues is that you clearly define the requirements for the eventual appointee.

Prior to the interview, you need to create a good interview structure which addresses the needs of the position in detail. This involves defining a range of skills and abilities for the successful candidate.

The interview panel may be interviewing a lot of people.

They must be able to make clear decisions about candidates, based on the requirements of the job.

Employers should be guided by their supervisors and managers regarding the practical needs of the position.

The fundamental criteria for job applicants are:

• Motivation
• Skills
• Qualifications
• Experience and work environment
• Job specific skills
• Problem solving
• Communications
• Leadership, team participation, interpersonal skills

These criteria apply to all jobs, to a greater or lesser extent. Each job has its own specific needs, and each workplace has to fit the appointee into its social and business environment.

Motivation

The motivation of an applicant is significant. It defines the commitment of the applicant. Employers usually opt for a person who's applying for a position on a career path basis, as a good risk likely to apply themselves to the work.

Skills

The skills required by the job are set out in the essential criteria. The interviewers need to know the priorities attached to skills, for proper assessment of suitable candidates. This part of the interview can also deal with things like intellectual skills.

Qualifications

The minimum qualifications are a benchmark, but in many cases, ongoing studies above that level are also highly desirable. The assessment of qualifications is best defined as relating to the appointee's motivation and career path, in relation to the job.

Experience

Experienced employees are more productive from the start. You can use experience levels to define your requirements when advertising the position. The work environment is also another defining criteria.

Work environment

Shift work, high stress jobs, irregular hours, etc, should be taken into account when defining experience levels. If stress is a factor, it needs to be addressed at the interview.

Job specific skills

Every job has a range of specific tasks. Some jobs, by nature, require things like attention to detail, specific skill sets, etc. Qualifications and experience are indicators of the level of knowledge, but the job specific tasks are vitally important. The interviewers need to value skills to the job. It's quite common that emphasis in a job will include specialized skills, where applicants with lower qualifications and experience might be better candidates.

Problem solving

Problem solving is a standard requirement of all behavioral job interviews. It's necessary to define abilities and also to define the candidates' work behavior. Usually a question related to problem solving is used to explore the working methods of the applicant.

Communications

Demonstration of communication skills to the level required by the position is always necessary. The interviewers should have a clear picture of the communications requirements of the position.

Leadership, team participation, interpersonal skills

The other essential element for a workplace environment includes social and relationship skills. A skill like leadership, ability to work without supervision, or the use of initiative in the workplace, may be a particular requirement of the work.

Workplace relationships are created at various levels in any position, and your interviewers have to define the needs of the job in this regard.

From these requirements, you create your questions.

The convener should advise the panel regarding each element in the interview, as it relates to the position.