by body language, tone of voice, and the questions asked
•
Preconceived notion of the ‘ideal’ candidate
as revealed by an
interviewer, often based on the characteristics of the former
incumbent of the job and a natural propensity to choose people who
reflect their own personality and values
•
An
interviewer being unduly influenced
by an applicant’s attitude /
race / gender in their evaluation
•
A perception by the interviewer of the
results of the pre-interview
evaluations
that may influence both the conduct of the actual
interview and the post-interview decision making
Interview questions
•
Interview questions should focus on the job applicant’s ability to
meet the selection criteria
•
There are legal requirements that must be met and this impacts
what can and cannot be asked in the job interview
•
For example, can you ask a job applicant…
•
With which kind of company do you think you would work best?
•
Do you intend to have children in the short to medium term?
•
Have you ever had a workers’ compensation claim?
•
Have you ever been convicted of a crime?
•
If in doubt, leave it out! Or seek advice from appropriate sources/
persons before using the interview question
Competency based interviewing
•
Competency requires the ability to:
•
Perform at an acceptable skill level
•
Organise one’s tasks
•
Fulfil the role expected in the workplace
•
Transfer skills and knowledge to new situations
•
Useful to use behavioural interviewing approach
–
STAR:
•
What was the situation of task that your were presented with?
S
ituation
or
T
ask
•
What did you do in response to the situation? And why did you
choose this course of action?
A
ction
•
What was the result of taking this action? And what did you learn
from the experience?
R
esult
Pre-employment checks
•
Qualification checks
•
Criminal record checks
•
Medical checks
•
Social media checks
•
Reference checks:
•
Seek confirmation of the term and type of employment
•
Confirm job role responsibilities
•
Address any previous employment issues raised by the
candidate during the recruitment process
•
Confirm the reason for leaving the role
The selection decision
•
Complete selection report where appropriate
•
Notify the successful candidate
•
Arrange for employment contract to be issued and signed by
candidate and appropriate person within your organisation
•
Arrangement for relevant information to be provided by the
candidate before or upon commencement of employment
–
e.g. tax
file number, bank account details
•
Notify unsuccessful candidates
•
Selection reports
