Introduction

Planning the steps you will take in the selection process is key to making the best decision. The selection process generally involves

• interviewing potential candidates,
• evaluating the candidates,
• making the final decision and
• documenting the process.

There may be a number of other steps such as using application forms, work samples, testing and reference checking are often used to help make the best possible decision.

The interview is an opportunity to obtain and assess information about a job applicant, which hopefully will enable a valid assessment to be made of likely future success and performance in the position. It gives you a chance to evaluate the applicant’s ability to do the job and satisfy your requirements. At the end of the interview you should be able to:

• evaluate the applicant’s personality, appearance and attitude
• confirm and expand upon the details provided in the application form or résumé
• obtain a clear indication of the applicant’s normal job behaviour and relate it to the job in question
• assess the likely future job performance of the applicant, compared to other applicants.

An interview should be aimed at obtaining a representative sample of the applicant’s normal job behaviour and relate it to the job in question.

The purpose of any interview is to get information from applicants and assess the applicant’s suitability for the job.

Interviews are not just about what you or applicant says, but how it is said.

• Are the applicants excited,
• Do they sound bored,
• What is their body language,
• What are the non-verbal cues they are giving?