Interview strategy and best practice

Interviewer Conduct:

Maintain an informal setting to relax candidates, listen more than talk, and probe answers for clarity to avoid “parroting”.

Competency-Based Interviewing Methodology:

Use situational questions rather than general ones (e.g., “Tell me about a time when…” instead of “Are you a team player?”).

Application Example (Sales Role):

Quality/Accuracy: Asking for specific tools or tricks used to avoid mistakes when busy.

Problem Solving:

Probing for “out of the box” solutions and subsequent learnings.

Self-Drive:

Assessing the ability to handle remote or lonely roles through descriptive experience or realistic expectations.

Evaluation & Selection Process Scoring:

Use a 1–5 scale immediately after interviews, starting everyone at 3 and adjusting based on positive or negative evidence 3.

Psychometric Testing:

To identify strengths, weaknesses, and allow you to probe for self-awareness.

Reference Checking:

Conduct these personally rather than through agents to avoid biased reporting. Specifically ask “Would you re-employ?” and listen for tonality. Verify the relationship of the referee to ensure they were a supervisor, not just a friend.

Final Offer & Onboarding Negotiation:

Clear package levels should be established during phone screenings to avoid late-stage surprises or candidates using offers as leverage with current employers.

Compliance:

Complete police, criminal record, and driver’s license checks early in the process.