engage magazine issue 002 \\\\\\\'06 - Page 57

ATTRACT EMPLOYEES 57 Recruitment scream, panic and dash for the exit! The question the interviewer should have asked is “tell me about a time when you had to deal with an emergency or life threatening situation” This way I would have to draw on past experiences and the interviewer would have a more realistic picture of how I might behave in that situation. Try to prepare open-ended questions i.e. questions where a candidate cannot give a simple ‘yes’ or ‘no response. For instance, “Give me an example of when you had to reprimand an employee for bad conduct” “what was the situation” “what did you do” “what was the outcome” “what did you learn from this”. It is impossible for a candidate to answer just yes or no to this type of questioning. This type of questioning will also give you insight into the candidate’s logic and reasoning as well as confirm whether they are able to learn. If you are seeing more than one candidate it may be helpful to include a few generic questions so that you can compare the responses when it comes to decision making, e.g., “why did you apply for this role”, “where do you see yourself in five years time” “what do you consider to be your greatest achievement to date” STEP 3 – The Interview and Taking Notes STEP 4 – Ending the Interview Keep a check of the time and let the candidate know when there is five minutes left. Leave enough time to flick through your notes to look for any gaps in information, to clarify points and to also allow the candidate to ask any final questions about the company or the job. When the time is up,