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How to create an effective interview process

You’ve advertised your vacancy, got a shortlist and are ready to interview. Is there a magic formula and how can you prepare yourself and your team to get the maximum from each interview?

Two people at a table in a cafe talking, sat by the window.

You’ve advertised your vacancy, got a shortlist and are ready to interview. Is there a magic formula and how can you prepare yourself and your team to get the maximum from each interview?

Employers across all industries utilise interviewing as one of the biggest determining factors in the recruiting process. Ultimately, interviews are important because it’s the first face to face interaction between you and the candidate therefore, it’s crucial you are well prepared for it.

Structuring an Interview

Following a structure when interviewing will help you to treat all candidates equally and provide evidence-based outcomes. Start every interview by outlining the format to the candidate so that they know what to expect.

When conducting any type of interview, a fantastic way to begin is to introduce yourself and your role within the company. This immediately creates a comfortable environment and sets the tone for the interview. Try to give a brief overview of the business and include information on business structure, culture, vision and the values that are integral to your brand.

Remind the candidate of what the position entails; role requirements, basic responsibilities and expected outcomes, as well as incorporating salary information and any opportunities you offer for career progression into the discussion.

Set aside some time during the interview for candidates to ask you questions about the role and your business, and to thank them for applying for the position. It’s important to give them an estimate of when they should expect to hear back from you as good communication post-interview reflects positively on your brand.

Interview skills and techniques

As an interviewer you should be as equally prepared as the candidate, as it contributes to the knowledge of the core skills and values you are looking for in your ideal hire. This will inevitably result in less time spent interviewing and more positive outcomes.

Prepare your interview questions in advance, and structure them in a manner that shies away from the standard ‘Yes’ or ‘No’ answers. Ensure that your questions are clear and concise – the aim is to avoid confusion and be set to explore further to get as much relevant information as possible.

Be optimistic, open-minded and find a balance between being friendly to make sure your candidate feels at ease and maintaining an element of professionalism. It’s imperative to use social cues like eye contact, smiling, actively listening and using your body language to demonstrate your level of engagement towards your candidate.

Showcase the passion and enjoyment you have for you company and its prospects. It’s important to highlight and share your enthusiasm for the benefits associated with your business. Avoid using leading questions such as ‘You’re ambitious, aren’t you?’ as they often limit the range of admissible responses, sometimes excluding the natural answer from your candidate.

The interviewer checklist

The interviewer checklist is simple to follow and should be completed prior to the interview. It focusses on providing reassurance in your interview processes and preparation to offer the best possible outcomes for you and your candidates.

  • Send all candidates a confirmation email containing the date, time and venue for the interview, together with details of who to ask for on arrival, a copy of the job description and any relevant documentation they should bring (passport, drivers’ licence, proof of identity).
  • Check if the candidate has any accessibility needs and make sure these are in place before the interview.
  • Think about the best place to conduct the interview and if necessary, book a room.
  • Print the candidate’s application, highlighting any points of interest and any other forms the candidate might need to complete during the interview.
  • Have an interview structure planned out and follow it. This way you have evidence-based interviews allowing for a fair evaluation of all the interviewed candidates.

Download our free Hospitality Hiring Made Easy Guides

How do you source the best hospitality talent? What can you do to create brand loyalty and improve retention? Is your company culture important when recruiting? What makes candidates want to work for your business?

In this 4-part guide we provide clear information and top tips to help you manage your recruitment process and build a loyal, engaged and successful workforce to drive your business forward.

As a trusted hospitality recruitment partner, Caterer.com has 20 years’ experience working with the industry, for the industry. This guide will inspire you to develop powerful and practical recruitment and talent management processes.

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