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Keep these tips in mind
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Here are some questions to ask yourself to help you, your business and the interviewees get the most out of the interview process.
What talents must the successful candidate have? Will they need to be self-starters, display critical thought and confident decision making? Give candidates a solid chance to showcase their strengths so you can decide if they're a good match for the job.
You may not have given a lot of thought to what your company values are, but they probably still matter to you. Is an ethical approach to business high on your list of priorities? How would you like people to view your company? What motivates you to do well? Figure out what drives your candidate to succeed. Do you make a good match?
Great skills and qualifications are all well and good, but can you imagine working with this person on a day-to-day basis? You wouldn’t hire a town crier to work in a library. Be careful not to bring unconscious bias to this question. Leave your prejudices at the door. This isn’t about someone’s gender or age.
The interview is a good time to check if what is written on the CV is an accurate reflection of the candidate. Have you asked them a question they seem reluctant to answer? Observe their body language and how they might try to lead you on to other subjects. Learn to see through smokescreens and remember a poorer performing interviewee might sometimes be better at actually doing the job.
Keep in mind, if you unintentionally limit the number of potential candidates going for a job, you're shrinking your options. Follow these simple tips to help strengthen your recruitment process.
You've sent out the job offer, they've said yes and you've agreed a start date. Sit back and relax? Here's our handy checklist on your new recruit's induction.
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Build a workplace culture that will encourage new recruits to stick around.
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