So you have filtered your CV, telephone screened like a pro and now it’s time for the big one, the INTERVIEW.
As a sector we aren’t great at this. We do a lot of ‘gut feeling’, a lot of ‘lets give them a shot and see’ and A LOT of scratching the surface. In fact, hospitality loses around 50% of its recruits before they hit 12 weeks service. A shocking testament to our interviewing ability.
We certainly have some way to go.
As with anything practice makes perfect when it comes to interviewing, however, we’d thought we’d give you some of best tips to try and help out.
Here you have them:-
1. Read the CV and plan your questions.
Too many interviewers are furiously trying to read the CV whilst sat down in front of their candidate. Its not really giving them the best start and its not badass interviewing, its just bad.
2. Interview in pairs.
Much easier to evaluate your candidate if two of you have listened to their responses.
Don’t take calls, tell people not to disturb , give someone else the keys. Maybe even get off site. Give your candidate the time and ‘zen’ they deserve.
4. Take your Time
We would recommend at least 30 minutes for hourly paid recruits. Allows you to delve into their education, previous job roles, family and friends, hobbies and interests and of course their aspirations.
5. 80/20 it
You should only be doing 20% of the talking. If you find yourself doing more than this, its isn’t an interview. We know you want to find common ground, but tell them all about you isn’t needed yet.
6. Focus on the past
Recreating what candidates said or did in the past is our best way of predicting future performance. ‘Tell me about a time when….’ Is a belting question. Future tense questions are hypothetical and usually have pre-determined answers.
7. Reality Check
Even if you love the candidate, don’t oversell the role. Late nights, christmas shifts and vomit cleaning are all parts of the role people need to know about.
8. Interview ALL the time
The best managers set aside a couple of hours every week for interviews. Whether they have vacancies or not. It stops ‘panic’ recruiting and allows you to have a ‘bank’ of people waiting to start.
Although we wouldn’t say detailed feedback is essential, following up after an interview is. We reckon around 30% of candidates never hear back. How sad is that? A ‘thank you but another candidate’s experience was a closer match to our needs’ is a MUST.
10. If you’re unsure it’s a no.
Best tip ever. Fact.
There you have it.
Now go and get your interview on.