While coaching a first-rate candidate the other day for a senior role, I was struck by how vehemently the individual said to me what many people have said over the years, that the quality of interviewing is very poor and that everybody thinks they know how to interview.

There is a knack both to being a good interviewee and to being an effective interviewer. Good candidates like to be challenged and have an opportunity in each question to display examples of their achievements in relation to the role specification. This is more easily said than done. Gone are the days when new graduates are taken on a selection interviewing course lasting five days, which was the case years ago.

Competency-based interviewing is, if not conducted robustly, often a waste of time and allows for conscious and unconscious bias to rule decisions. Allowing the candidate to perform at their very best, rather than cross examination, is a critical part of the process, so that you are making a decision with real data instead of a crystal ball and emotion.

Whether you are a candidate preparing for a huge job interview or are currently recruiting at senior level, this is the time to review your processes and skills for selection amongst those who are interviewing, not only to make sure that the interview process is effective, but that the whole selection process is in line with legislation and achieves its goal, as we are only ever as strong as our weakest link in a series of recruitment and selection activities.

If you would like to discuss this further, please get in touch.