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With over 20 years experience as a successful Executive Recruitment Consultant, Roger has consulted with a number of large and small organisations throughout broad areas of industry and commerce.
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From Both Sides of the Desk will significantly enhance your knowledge of the employment process.
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'From Both Sides of the Desk'
ISSUE NO 9 - MAY 2005
Interview Analysis and Follow-up
In our last issue, we discussed: "Interviewing For Results". In this issue, we move to the next stage of ‘Interview Analyses and Follow-up'.
Interview analysis and follow-up
If you have planned and executed your interviews carefully, the analysis of the results is not a daunting task.
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Your objective is to assess each applicant against your Key Hiring Criteria to determine which one best meets your requirements and should be included on the applicant short list.
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It is a sound practice to base your analysis on factual information as well as general impressions.
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Begin by reviewing the applicant against each of the Key Hiring Criteria to determine the degree of fit.
You may find it beneficial to devise a simple rating scale with different weighting for the elements of the Key Hiring Criteria.
Note: Do not overlook the importance of good rapport, particularly if you will be working with the successful applicant. However, be aware of the halo effect which may lead you to believe an applicant is suitable in every way simply because they impressed you in one particular area.
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To help you differentiate between two or more applicants who meet your KHC consider the next level of fit, or the desirableattributes contained in your Person Specification. (Refer to our Issue no: 2 "Recruitment Advertising" for details).
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Even highly experienced interviewers can overlook some details. Look for gaps in your knowledge about the applicant's background and note these down for further discussion with the applicant, or for inclusion in your list of reference checking questions.
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Refer to your interview notes and note any examples of behaviours or work experiences that you would like to check with previous employers.
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Consider the salary or remuneration expectations of the applicant. Are these in accord with your own?
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Once you have reached a decision about an applicant, contact them as soon as possible to advise them of your decision.
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Should you have trouble deciding between two suitable applicants, consider asking a colleague to assess the applications and interview results in confidence and if necessary conducting a separate interview with both applicants.
You may also decide to utilise aptitude tests, psychological appraisals, behavioural profiling or move directly to the next phase, of reference checking
In the next issue, we will discuss 'Reference Checking'
- A Recruitment Thought for the Month -
'Don't screen people out. Those who appear powerless or insignificant may be stars waiting to rise. Someday, they may become key nodes in your network - and create a huge opportunity for you'
Tim Sanders, Yahoo Chief Solutions Officer, in Fast Company magazine
'From Both Sides of the Desk' - written by Roger W Hilton and Les Brandis in a unique style, that allows both the employer andjob seeker to simultaneously look over each others shoulder - allowing each to better understand the motives and strategies of the other. . . . read more >>>
Roger W Hilton
Principal
Hilton Consulting Group P/L
Ph: (02) 9957 1513
Fax: (02) 9954 4528
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