Sign up to access the complete lesson and track your progress!
Unlock This CourseThe interview is the most common and crucial step in the recruitment and selection process. It's where employers meet potential employees face-to-face (or virtually) to assess whether they're the right fit for the job and the company. Think of it as a two-way conversation where both sides are trying to find out if they're a good match!
Interviews help employers go beyond what's written on a CV to understand a candidate's personality, communication skills and how they might perform in real work situations. For candidates, it's their chance to show their enthusiasm and ask important questions about the role.
Key Definitions:
Interviews are essential because they allow employers to assess qualities that can't be measured on paper, such as communication skills, confidence and cultural fit. They also give candidates the opportunity to demonstrate their passion for the role and ask questions about the company.
There are several different types of interviews, each designed to assess different aspects of a candidate's suitability. Understanding these helps both employers choose the right approach and candidates prepare effectively.
The most common type where one interviewer meets with one candidate. It's personal and allows for detailed discussion, but can be subjective as it relies on one person's judgement.
Multiple interviewers (usually 2-5) interview one candidate together. This reduces bias and allows different perspectives, but can feel intimidating for candidates.
Conducted online using platforms like Zoom or Teams. Cost-effective and convenient, especially for remote positions, but technical issues can cause problems.
Structured interviews use predetermined questions asked in the same order to all candidates. This makes comparison easier and reduces bias, but might feel rigid and miss unique candidate qualities.
Unstructured interviews are more like conversations with no set questions. They feel natural and can reveal unexpected information, but are harder to compare fairly between candidates.
Most successful interviews use a semi-structured approach - having key questions prepared but allowing flexibility for follow-up questions based on responses.
Proper preparation is crucial for successful interviews. Both employers and candidates need to do their homework to make the most of this important meeting.
Tesco, one of the UK's largest retailers, uses a structured interview process for store positions. They prepare specific questions about customer service scenarios, use behavioural interviewing techniques and always have two interviewers present. This consistency helps them hire over 300,000 employees fairly and effectively across their stores.
Smart employers don't just wing it - they prepare thoroughly to make good hiring decisions and create a positive experience for candidates.
Candidates who prepare well are more likely to succeed and feel confident during their interview.
Learn about the company's history, values, recent news and competitors. Understand the job role and how it fits into the organisation.
Prepare answers for common questions, practice with friends or family and think of specific examples that demonstrate your skills.
Choose appropriate clothing, plan your journey to arrive early and prepare questions to ask the interviewer.
The types of questions asked during interviews can make or break the process. Good questions reveal important information about candidates, while poor questions waste time and might even be illegal!
Open Questions start with words like "Tell me about...", "How would you...", or "What do you think...". These encourage detailed responses and let candidates express themselves fully.
Closed Questions can be answered with yes/no or short responses. They're useful for confirming specific information but don't reveal much about personality or thinking processes.
Behavioural Questions ask about past experiences using phrases like "Give me an example of when you..." or "Describe a time when...". These help predict future performance based on past behaviour.
Candidates can use the STAR method to structure answers to behavioural questions: Situation (set the scene), Task (explain what needed to be done), Action (describe what you did), Result (explain the outcome). This creates clear, compelling answers that demonstrate competency.
Interviews must be conducted fairly and legally. There are strict rules about what employers can and cannot ask during interviews to prevent discrimination.
After conducting interviews, employers need systematic ways to evaluate candidates fairly and make good hiring decisions.
Many employers use scoring systems where each key competency is rated on a scale (e.g., 1-5). This helps compare candidates objectively and provides clear reasons for decisions.
Some companies use multiple assessors who score independently, then discuss their ratings. This reduces individual bias and leads to more balanced decisions.
John Lewis uses a comprehensive interview process for management roles that includes competency-based questions, scenario planning exercises and cultural fit assessments. They involve multiple interviewers and use structured scoring to ensure fairness. This thorough approach helps them maintain their reputation for excellent customer service by hiring the right people.
Both interviewers and candidates can make mistakes that lead to poor outcomes. Understanding these helps everyone involved perform better.
The interview process continues to evolve with new technologies and changing workplace expectations. Understanding current trends helps both employers and candidates stay competitive.
Video interviews became much more common during the COVID-19 pandemic and remain popular for initial screening. Some companies now use AI-powered tools to analyse speech patterns and facial expressions, though this raises questions about fairness and accuracy.
Virtual reality interviews are being tested by some tech companies, allowing candidates to experience simulated work environments during the interview process.
More employers are focusing on practical skills rather than just qualifications. This might include asking candidates to solve real problems, give presentations, or complete work samples during the interview process. This approach can be fairer as it focuses on ability rather than background.