Interview guidelines

Action points Do adopt the following positive technique guidelines

● Choose an informal interview environment

● This is more likely to relax a candidate, e.g. possibly use a coffee table and easy chairs rather than across-the-desk interview.

● Control the interview

● Direct its contents along lines that help you to form objective assessments of each candidate’s suitability to the company and the job.

● Structure the interview round a framework

● It is easiest to follow chronological events or circumstances using the job application form as a guide, and elicit relevant information about each candidate, e.g.

● – impact on other people ● – qualifications and experience ● – innate abilities

● – motivation

● – personality/disposition and adjustment

● Project a friendly interest and atmosphere

● The candidate should feel your warmth, empathy, sincerity, and interest.

● Keep to a logical sequence

● Avoid topic-jumping in a manner that seems irrelevant to the candidate.

● Link questions to replies

● By linking the next question to the last reply you will encourage the flow of information.

● Ask open questions

● Questions that demand more than just a simple yes/no answer will encourage the candidate to expand and give you more interesting information upon which to base judgements.

● Give thinking time

● Do not pressure the candidate to answer too quickly but relax him or her by waiting for answers.

● Ask probing questions

● Try to get to the issues behind the facts (e.g. ’Why did you choose to resign from your last job without another job waiting for you?’).

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Checklist 9.2 continued Action points

● Use expansionary comments

● More information can often be encouraged from a candidate by the use of expansionary comments such as ’and what happened then?’.

● Do not be afraid of silence

● This can be used as an effective tool to encourage a candidate to continue talking and to expand on earlier comments.

Avoid the following bad interview habits

● Do not project any prejudices during an interview

● Do not use exaggerated or distracting mannerisms

● Avoid projecting your own personality into the interview

● Avoid multiple questions

● Avoid leading questions

● Avoid technical jargon

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Checklist 9.3

The eight-point interview framework

Action points Physical characteristics

● Has the candidate any visible defects of health or physique that could present a problem in performing the salesperson’s job functions?

● Is the candidate’s appearance, bearing, presentation and speech suitable to represent the company?

Achievements

● What are the candidate’s formal education achievements?

● Does the candidate’s response to interview questions reflect educational/work achievements?

● How does the candidate respond to information you provide during the interview?

● Does the candidate appear to learn quickly?

● What type of formal education has the candidate had, and what standards did he/she attain?

● How well has the candidate progressed (in work)?

● Are there any distinguishing specific personal achievements versus the peer group?

● What occupational experience and training has he/she had, and is it relevant to the present vacancy?

● What are the candidate’s personal contribution to change, business development, creativity, etc.?

● What have been his/her reasons for changing jobs (e.g. dissatisfaction with employers, seeking faster progression, etc.)? Functional skills and professional knowledge

● Is the candidate able to sell?

● What relevant training and experience has the candidate had?

● Has the candidate negotiating skills?

● Has the candidate any special trade knowledge or relationships of value to the company?

● How good are the candidate’s verbal communications?

● How good are the candidate’s written communications?

● Has the candidate sufficient numeracy and analytical ability?

● How is the candidate’s organizational ability and time management?

● Does the candidate demonstrate planning ability?

● Are the candidate’s interpersonal skills suited to the job?

● What potential may this candidate have?

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Checklist 9.3 continued Action points

Fit with company

● Does the candidate have relevant knowledge about the company and its products?

● Has the candidate apparent networking skills?

● Will the candidate make a good team member, and enhance team spirit?

● Has the candidate any other cross-functional experience relevant to the position or the company?

● Will the candidate blend into a cross-cultural environment?

● Has the candidate any demonstrable linguistic abilities?

● How will the candidate fit into the existing sales/marketing team?

● How compatible are the candidate’s skills, experience and personality with the company’s values and principles? Disposition/personality

● Is the candidate committed to achieving results?

● Has the candidate an ability to motivate customers?

● Is the candidate a self-starter, demonstrating drive and initiative?

● How does the candidate work within a team?

● Does the candidate influence others?

● Does the candidate demonstrate a problem solving capability? Hobbies and social interests

● To what extent are the candidate’s interests intellectual, social, practical, active or cultural?

● What motivates him/her to pursue interests? Personal circumstances

● Will the candidate’s domestic circumstances impact on the job?

● Is the family background relevant?

● Does the candidate project any particular attitudes (religious, social, economic)?

Motivations

● What have been his or her main motivations in life?

● What motivated particular courses of action at critical career points?

● Does the candidate exhibit obvious motivational drives?

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Checklist 9.4