Those who haven’t been selected can bring discrimination claims
Ensure that you don’t ask questions that can lead someone to believe they have been discriminated against – present the job ‘warts and all’ and people who think it won’t be for them will de-select themselves!
Do not ask pre-offer health/disability questions
Keep notes if rejecting and detailed reasons
First interview should be manager’s CV interview: what they have done, experience, knowledge, background etc
Second interview should be more competency/behaviour-based
Consider some form of testing before second interview
Divide the CV into activities and can’t be guaranteed results (e.g. ‘co-ordinated’ is an activity!
Ask ‘achievement’-related questions e.g.: “what got you a well-done on that”, “what do you mean by the word 'successfully'”
with ‘5-part’ introduction
Thank them for coming, Introduce
yourself, Tell them what you do, The role we are recruiting, Structure of the
interview: Questions for you, Bit about us, Questions for me, Next steps
on ‘achievement’-related questions and then any other ‘CV’ questions
the organization in a unique way – tell them something they won’t hear
their questions anticipating the worst thing they can ask
steps beyond today….
You should also have received the Total Recall document with the key slides and additional tips to help you further.