When interviewing a candidate you should be looking to satisfy yourself about three key factors:

1. Can they do the job?
   You need to satisfy yourself about the candidate's ability to satisfactorily perform the duties of the position.
2. Will they fit in?
   How well do you believe the candidate will interact with your management and staff?
   Is the candidate of a similar culture to your company's culture?
3. Will they stay?
   How well does the candidate's personal career plan match that which your company has for the successful applicant?

Every question you ask during the interview should be designed to find the answer to these three questions.

Your Interview Preparation
Spend some time preparing the questions that you are going to ask the candidate in order to find the answers to the three questions described above. Make a list of those questions. You should ask all candidates the same core questions so that a comparison of candidates is easier. The following suggested questions are not in any particular order. They are samples of typical questions that could be included in an interview: The Australian Recruiting Guarantee shall apply to every permanent placement provided that the Client meets the following conditions: How did you find the travel today? Did you find it easy to get here? What do you enjoy most about your current or most recent position? What parts of your current job do you enjoy least? What do you find most challenging in your current position? What are your greatest strengths? Why are you looking to move on from your current employer. (You may need to discuss all career moves.) Tell me about one of your achievements from your last position/company? Do you set goals for yourself? Tell me about one and how you planned to achieve your goal. Where would you like to be in five years? What style environment do you prefer to work in? What attracts you to our company? What attracts you about the position being offered? Why do you feel you would be suitable for the position? What do you see as the next step in your career after this particular position? What do you hope to achieve in this position and company? Prepare a checklist on which you can record the candidate's responses.

Study each candidate's resume and take note of his or her respective: Past work history. Positive achievements and learning experiences. Issues of particular interest. Ensure you are at least familiar with the requirements of: Anti-discrimination legislation. National Privacy Policy. Sexual Harassment legislation. Knowledge of the above legislation will ensure you do not put yourself or your company at risk and will also help create a positive impression on the candidate.

Decide on any psychometric and/or skills assessment you would like to use to help you in your selection process. These assessments are invaluable and should be seriously considered. Australian Recruiting Group provides a full range of testing. Do not hesitate to call and discuss these assessments with us.

Arrange a timetable for candidate interviews that allows sufficient time, avoids keeping candidates waiting and avoids having two or more candidates in your reception or waiting room at the same time. The timetable should also provide time after each interview to allow you to summarise your thoughts about the candidate just interviewed.

Your Presentation
You should expect a candidate to dress appropriately for the interview, even if the work environment is casual.

Remember, the candidate will also be assessing you and your company trying to decide whether or not a position in your company is desirable. So, your personal presentation, the presentation of your office and your company in general, is important.

The Interview - Things to do.
Be thoroughly prepared! You want to create a good impression. Make the candidate feel welcome and endeavour to make them relax. You will get a more accurate assessment of the candidate if they are relaxed. It is desirable to have a second person from your company present throughout the interview. This second person serves a number of purposes. Firstly, their impression of each candidate can help you make your decision. Second and importantly, the second person acts as a witness and chaperone to protect your interests with respect to employment, anti-discrimination, sexual harassment and privacy laws. It may be appropriate to have the manager/supervisor who will be responsible for the new employee as the second person. You should start the interview by giving an overall picture of your company and an explanation of the reason for the vacancy. You should give an overview of the role of the vacant position. Ask your prepared questions and then LISTEN carefully and fully to the candidate's answer. It is the candidate who should do most the talking in the interview. Provide both time and encouragement for the candidate to ask you questions. A well-prepared candidate will ask you questions about your company. The candidate will be searching to confirm what they themselves have been able to find out as a result of the research they have done. At the same time the candidate will be forming an impression of you. So, be prepared.

During the interview the candidate may ask you questions about their prospective supervisor or manager and the department in general. Typical questions could be: How long has the manager or supervisor been with the company? What is the style of management of the manager or supervisor? What did the manager or supervisor like most about the previous employee? How can they improve on the performance of the previous employee? General questions about the position. Training opportunities and career development. Opportunities for advancement. If you intend to conduct reference checks on the candidate you must obtain their permission, preferably in writing, to do so. Advise the candidate of your intention and seek their written permission. Ask the candidate to advise their referees that you will be calling to ask employment related questions about them.

Note. Reference checking is unfortunately a minefield of dangers in relation to the privacy and anti-discrimination legislation. It should be conducted with care and skill.

Conclude the interview by thanking the candidate for their interest and attendance. Tell the candidate what will be the next step and when.

The Interview - Things to avoid.
Remember not to speak negatively about previous managers or employees from your company. Do not directly question the candidate about their age, marital status, dependants or ethnic background. To do so may expose you to later claims of discrimination on these grounds. It may be, however, that one or more of these topics have a valid bearing on the selection of the most suitable candidate. In this case it is permissible to question the candidate on the subject. Also, the candidate may introduce these subjects during the interview. In this case you may participate in the discussion but do so with cautious professionalism. Do not let the interview wander aimlessly. Keep control and keep to your timetable. A poorly controlled interview creates a poor impression on the candidate.

After the Interview
Immediately after the interview complete your candidate check list and spend some time summarising the candidate just interviewed.

Get prepared for the next interview. Remember, you must give each candidate the impression that his or her interview is the most important thing that you have to do today!

Disclaimer
This Interview Guide contains information of a general nature only. It is not, and nor should be regarded as, professional advice. We have taken appropriate care in preparing this guide. However, it is intended as a guide only. Any liability for any loss of whatever kind and howsoever sustained is hereby expressly excluded regardless of how it is caused, including (without limiting the generality of the foregoing) as a result of any act or omission of Australian Recruiting Group, or its employees, in preparing this guide, whether negligent, deliberate or otherwise.

Preparation
Organise your clothes for the interview in advance. Remember to dress conservatively — suitable to the culture of the company and the image you wish to project. Assemble relevant information beforehand (eg documentation, qualifications. Understand your remuneration package. Research the company (using published materials and contacts) so that you are able to ask "intelligent questions". Interviewers often seek practical examples of past behaviour, which help demonstrate your competencies. You should be prepared to share examples of achievements or past behaviours. Ensure you describe the situation, the action you took and the results or outcomes of your action.

Arrival Be on time
This means not only don't be late, but don't be early. Don't arrive with "baggage". If you walk in carrying unnecessary items, you will give the wrong first impression You only get one chance to make a first impression. Make a good one. Smile. Make eye contact. Have a firm handshake. Interviewers frequently use "small talk" to break the ice. Follow the interviewers lead on this, but don't initiate a lot of small talk yourself. This could set the wrong tone.

Interview structure
No two styles of interviewing are the same. Go with the flow, but remember that interviewers value such qualities as: warmth; brevity; honesty (never lie); rapport; energy; enthusiasm; clear communication. Normally, the interviewer gets information from you and then tells you about the position. However, this order of doing things varies form one interviewer to the next. If you feel your body language is conveying anxiety, it is usually best to verbalise it. (For example, "I haven't interviewed in years and I'm a little surprised to find myself nervous"). Verbalising your nervousness often reduces it and interviewers are usually empathetic.   

Closing the interview
Prepare pertinent questions to ask towards the end of the interview. Some examples include: Is it a new or existing position? What are the responsibilities and priorities? What are the reporting relationships? What resources are accessible to the position? What is the criteria for measuring success? What is the next step? What long term career opportunities are available? Don't initiate any discussion about remuneration at the first interview. However be open and honest if the interviewer asks. Ask (if you haven't been told) what the process will be after the interview has been completed. Have a couple of positive comments to make that recap some of the highlights of the conversation. Reiterate your strengths. If you are genuinely interested, say so. Leave the interviewer with a good impression — smile. Firm handshake. Don't blow it by relaxing too soon.    Verbalising your nervousness often reduces it and interviewers are usually empathetic.  

Follow up
Immediately after the interview, write a follow-up letter regardless of how you think the interview went. The letter should be brief, relevant and: express appreciation of time and opportunity; recap/emphasise salient points; add points you didn't cover; reiterate/elaborate how you can contribute; express interest in continuing dialogue. If you have been asked to send further information, ensure this is done quickly and efficiently.

Common traps
Being too friendly. Not listening to questions carefully. Saying "we" instead of referring to your own achievements. Making very general statements which lack substance. Being over enthusiastic. Being poorly prepared. Slouching, mumbling, speaking slowly. Knowing nothing about the company to whom you are talking. Making derogatory remarks about your present or former employers. Remember, not all positions you are applying for will be right for you. The purpose of the interview is to help you (as well as the company) sort out if the "fit" is right. Remain positive.

Most common questions
Tell me about yourself. What kind of position are you looking for? Why do want to work in this industry/company? Why did you leave your last position? What did you do in you previous position? How was your time allocated? What did you like the least/best about it? How many people did you supervise? What was the budget responsibility? What did you accomplish? Give me some examples of the most difficult problems you encountered in your previous position, how did you resolve them? How was you performance measured? How did you get along with your manager? What are the qualities do you look for in a manager? How would you describe your own operating/management style? What do you consider to be your strongest qualities? What are some of your weaknesses? What position do you hope to reach in five years? What are your leisure activities? Your hobbies? Why do you like them? Tell me something about your personal and family life? What is important to you? The key to successful interviewing We all know the main aim of the job interview. Your potential employer has worked through the entire laborious process and if you're still in the game, you'd have to assume that you now have a reasonable chance of landing the job. The interview is without doubt the most stressful point of the job search process for the job seeker and also the one that counts most. Your potential employer has received a pile of applications and resumes. These have been weeded through. Now it's time to put faces to the paperwork and ask probing, insightful questions to determine the perfect candidate for the prized position. But, as we also all know, what we aim for isn't what always happens. It's the person who gives the best interview who wins — whether they're the best one for the job or not. One important point to remember is that we are only human. And so too are our interviewers. Some of us perform badly in interviews. And sometimes our interviewers perform badly, too. There are times we go in poorly prepared. And occasionally, they do too. Sometimes we ask foolish questions. And sometimes they ask questions they have no right to ask. Whatever happens, don't be disheartened. See every interview as a learning experience. If you are not successful, ring and ask for feedback. Determine what you did well and where you need to improve.

Preparation
See the interview as a competition — one in which there is rarely a prize for coming second. So you have to win. And before you can win any competition, you need to prepare for it. Identify four or five of your most valuable strengths, thinking along the lines of personal qualities. These could include the ability to stay calm while other around you are panicking; commitment; willingness to work long hours; lateral thinking; team leader, team player, sense of humour. Prepare an example of how you have demonstrated each of these strengths and make sure you get an opportunity to mention them somewhere during the interview. At the same time confront some of your weaknesses. While you don't need to share these with your interviewer/s, you don't necessarily want to land yourself a job you will hate.

Demonstrate a "good fit"
List the requirements of the job point by point, then match your experience to the appropriate requirements. Learn them. But make sure that, when the opportunity arises, they come out naturally and spontaneously — don't regurgitate them in an obviously rehearsed way. If you're truly lucky, a less than total match will be overlooked. But if a gap is mentioned, try to stress your enthusiasm to learn. If they're right onto you and probe deeply, accept that you need experience in that area. Counter any negative impact by pointing out a previous situation where you were 'thrown in at the deep end' and you demonstrated a rapid learning curve. Know the organisation If you can't demonstrate some interest in how the company makes their money, they're unlikely to offer you any of it. The more you can find out about the following, the better: company size, form, locations and divisions; products and services, target market; culture and reputation; financial performance and history, including turnover, profitability and exports; major competitors. If it is a small company that is unlisted on the stock exchange, you could be limited to word-of-mouth. But if it is a listed company you can research in libraries, trade references and newspapers. Review your resume Read your resume carefully to remind yourself of your past achievements and identify areas to highlight at the interview. You got to the interview stage because the interviewer saw something in the CV that appealed. Identify what it is. Practise answering likely questions on your past history that show the following. A logical progression from one position to the next. Positive reasons for moving rather than negative ones or fickle rationales. How your experience has been built by each successive employer and is now available to the new company. Plan the journey Plan your route carefully. Allow for delays and traffic jams. Plan to arrive at least 15 minutes before the interview so that you're relaxed. Arrive at the interview venue no more than five minutes early. Use the time to soak up the atmosphere of the company and mentally go over what you want to say. Dress appropriately Dress comfortably but presentably. If in doubt, err on the side of conservatism, avoiding loud ties, bright socks or esoteric clothing. Make sure your shoes are clean and avoid overpowering aftershave/perfume. Dress in dark blue, black. Darker outfits give an image of control, while lighter ones tend to show a need for attention. Make sure that you are still well presented if you take off your jacket. Adapted from Successful Interview Practice, a Newtex publication.

At the interview
You're prepared, on time, perfectly groomed for the role and ready to convince them that you're the person they need. Along with the other applicants, you will have been allocated a certain amount of time in which to convince the interviewer or panel of interviewers. It's also worthwhile pointing out that the interviewers too are in the spotlight to an extent. Even the most thorough pre-application research cannot tell you certain things about the company or the job. So the recruiter/employer is selling the company and position to you as well. Make a good first impression The first impression is always the strongest and most lasting. Be friendly, but not over-friendly. Leave the smart, witty rejoinders for another time. Create a positive first impression by offering a firm, non-bone crunching, handshake and make direct eye contact.   

Deal with nerves
Being nervous is normal and most experienced interviewers understand this. And it rarely harms your chances if you acknowledge your nervousness. However, excessive nervousness can work against you — especially if you continually apologise for it. It makes other applicants, who are more relaxed and confident, seem more attractive. Also many people tend to be overly talkative when nervous. If you fall into this category, try not to go off on tangents. Stick to the question being asked and answer it concisely. You will control your nervousness more effectively if you have taken the time to practise answering questions before the interview. Ask questions Interviews aren't supposed to be grilling sessions. The intention behind a good interview is to find out more about you, while you find out more about them. In other words, to get a good match between the person and the job. Interviews should be a two-way street. Probing, intelligent questions can help the employer to evaluate your professional and personal needs. Your chance of being successful increases when the employer believes that the position will be mutually beneficial. Consider bringing a notepad and pen to take notes of answers to your questions and pertinent facts and figures. It shows you have come prepared and are taking the opportunity seriously. Answer honestly and completely Answer questions honestly. Avoid the temptation to overly embellish your experience, qualifications and abilities. If you're questioned deeply about a fact that you've creatively enhanced, your credibility could disappear. On the other hand, try to avoid giving blunt "yes" or "no" answers. They reveal nothing. Certainly, a "closed" question ("Do you perform well under pressure?"), generally indicates an unskilled interviewer. You could simply answer "yes" but this doesn't help you. If you get a closed question, give a brief but comprehensive response. Use it as an opportunity to sell yourself. "Yes, it gets the adrenalin going and I get a real sense of achievement. But I also like to plan and manage my time so as to avoid crises when possible." As a general rule of thumb, try not to speak longer than two minutes at a time and never dominate the conversation. The recruiter must feel in control. Furthermore, in What Colour is your Parachute, Richard Bolles points out that studies have shown that people who mix listening and speaking activities roughly 50/50 have a greater chance of getting hired. Don't complain Avoid making negative judgements and criticisms of past employers and companies — even if encouraged — unless you want interviewers to make the following judgements: you're a "know-all"; you're a "buck-passer" who refuses to accept responsibility for your own performance; you'd criticise this organisation and its members when applying for a future job. Ask for the job Don't be afraid to strongly communicate your desire for the job. Acting cool won't get you anywhere. An interested candidate always gets the offer over the non-interested candidate. Here is an example of how you might phrase it "I'm very interested in what you're doing here and the products you're developing. The working environment appears pleasant and the people I've met seem knowledgeable. It's a very interesting opportunity and I believe with my background I could make a significant contribution."   

Dealing with trick questions
Here are the answers that just might help get you through the questions you hoped they'd forget to ask — the question where the honest answer is completely out of the question. "Why were you out of work for so long?" You must have a sound and feasible explanation for this one. Don't attempt to gloss over this question, as it's an issue that most prospective employers take seriously. Martin Yate, author of Knock 'Em Dead: The Ultimate Job Seeker's Handbook, suggests you emphasise that you were seriously considering your next move, rather than just looking for another pay cheque. You enjoy your work and are determined that the next job you take will be one where you can settle down and make a solid long-term contribution. "Reasons for leaving?" Hopefully you'll have an acceptable reason for leaving every job you've held. If not, Martin Yate suggests you choose one of the reasons from the following acronym, CLAMPS. Challenge: You weren't able to grow professionally in that position. Location: The commute was unreasonably long. Advancement: There was nowhere for you to go. You had the talent, but there were too many people ahead of you. Money: You were underpaid for your skills and contribution. Pride or prestige: You wanted to be with a better company. Security: The company was not stable. Yate gives this example: "My last company was a family-owned affair. I had gone as far as I was able. It just seemed time for me to join a more prestigious company and accept greater challenges." "Your application shows you have been with one company a long time without any appreciable increase in rank. Tell me about this." This is one case where saying the wrong thing can get you in just as much trouble as failing to say the right thing. The more time either of you spends on this query, the more time the interviewer has to concentrate on negative aspects of your application. Make your answer short and sweet. Then move on. Martin Yate in his book, Knock 'Em Dead: The Ultimate Job Seeker's Handbook, 1996 (Adams Media Corporation) suggests this response: "My current employer is a stable company with a good working environment, but there's minimal growth in my area. In fact, there hasn't been any promotion in my area since (whenever). Your question is the reason I am meeting here with you. I have the skills and ability to take on more responsibility and I'm looking for a place to do that." Prepare your response and practise it, out loud, several times before the interview. It may take a few tries to convince yourself that you're being honest and spontaneous. "Why do you want to work here?" You can't answer this one unless you've done your homework. Research the company. Reply with the company's attributes as you see them. Cap your answer with reference to its reputation for providing a stable and happy work environment — an atmosphere that will encourage your best work. Martin Yate again: "I'm not looking for just another pay cheque. I enjoy my work and am proud of my profession. Your company produces a superior product/provides a superior service. I share the values that make this possible, which should enable me to fit in and complement the team." "What did you like/dislike about your last job?" Should you get hit with this one, the interviewer is trying to find out the incompatibilities between you and the prospective job. Now, most interviews start with a preamble about the company. Pay attention. They are giving you the information that will help you answer this particular question. Use statements the interviewer makes about the job or the organisation to your advantage. The solution is to focus on what you like and gloss over what you dislike. It won't hurt to say that you liked everything about your last job; it taught you the importance of certain key aspects about business, achievement, or professional profile. Never criticise. Criticising a prior employer is a warning flag that you could be a problem - and no-one intentionally hires trouble. "What would you like to be doing five years from now?" The best answer to this question will include your desire to be regarded as a professional and a team player. As far as promotion, that depends on finding a manager with whom you can grow. Of course, you will ask what opportunities exist within the company. Martin Yate suggests you can pick up on these and become specific: "From my research and what you have told me about the growth here, it seems operations is where the heavy emphasis is going to be. It seems that's where you need the effort and where I could contribute toward the company's goals."

Or "I have always felt that first-hand knowledge and experience open up opportunities that one might never have considered. So while, at this point in time, I plan to be a part of (eg operations), it is reasonable to expect that other exciting opportunities will crop up in the meantime." "What are your biggest accomplishments?" Yate suggests you might begin your reply with: "Although I feel my biggest achievements are still ahead of me, I am proud of my involvement with {whatever}. I made my contribution as part of that team and learned a lot in the process. We did it with hard work, concentration, and an eye for the bottom line." "Why should I hire you?" Make the answer short and to the point. Highlight areas from your background that relate to current needs and problems. Recap the interviewer's description of the job and match it point-by-point with your skills. Finish your answer with: "I have the qualifications you need [itemise them]. I'm a team player. I take direction and I have the desire to be a thorough success." "Tell me about yourself." This is not an invitation to ramble. If the context isn't clear, you need to know more about the question before giving an answer. In such a situation, you could ask, "Is there a particular aspect of my background that would be most relevant to you?" This will enable the interviewer to help you find the appropriate focus and avoid irrelevancies. Whichever direction your answer may take, be sure that it has some relevance to your professional endeavours. You should demonstrate, or refer to, one or more of your key behavioural profiles in action — perhaps honesty, integrity, determination or being a team player. If you choose "team player" (maybe you're the star player at first base on a community team), you can tell a story about yourself outside of work that also speaks volumes about you at work. Your answer must make the connection between the two, such as: "I put my heart into everything I do, whether it be sports or work. I find that getting along with team-mates, or professional peers, makes life more enjoyable and productive." This is rarely a question that you can answer instantly. Think about how you would answer it in advance, together with those aspects of your personality and/or background that you'd like to promote or feature in your interviewer. "What is the most difficult situation you have faced?" This question looks for information on two fronts: How do you define difficult? What was your handling of the situation? You should have a story ready for this one in which the situation was both tough and allowed you to show yourself in a good light. "Why did you choose this particular career path?" This sort of question could lead to a vague and lengthy explanation. Avoid the trap. Form your answer so that it connects you with the position and the company. Keep it succinct and offer a specific example. You need to convince the interviewer that their industry and your career goals are in sync. Do you have a realistic view of what it is like to work in their industry? What aspects of their industry are particularly attractive to you? Give specific examples that the interviewer can relate to and convince the person that this career path makes perfect sense for you. "I chose advertising because I have always been a strong communicator with a good eye for design. I have a particular interest in creating dynamic eye-catching pieces that support a new product being introduced to the market. I also like the fast-paced high-energy environment that seems to be commonplace in the advertising industry." "What are your salary expectations?" You could be asked how much money you're after. We all want to earn as much as we can. But be realistic. Saying that you will work for peanuts won't get you the job either. Both you and the interviewer know that you will soon become dissatisfied. If the advertised position didn't indicate the likely remuneration, ask to discuss the approximate pay range for the position. Then answer in general terms, taking into account your qualifications in relation to the job requirements. Mention the market value for yourself, in general terms. "Most people with my qualifications, at my age, can expect around $30,000 to $40,000 per year. I presume your salaries are within that range. However, because of my extensive experience with (whatever) my feeling is that I'm worth a figure towards the top of the range." Adapted from Peter Veruki, Adams Job Interview Pro   

After the interview
After the interview, take the time to write down the names and titles of all interviewers, your impressions, type of questions asked and information learned. If you are undergoing regular interviews, this will help you keep employers and circumstances clearly defined. If you are unsuccessful, ring and ask if you can have feedback about why you didn't get the job. While most people will be diplomatic rather than brutally honest, you should still be able to work out whether you could have improved your presentation — or whether you lost out simply because the job was not for you. In the meantime, be brutally honest with yourself. Review your performance. What went well? What went badly? Did you sufficient prepare yourself? In which areas do you need to improve? Remember, the only way to appear confident in an interview is to actually believe you are the person for the job. While the more you get your hopes up, the more they crash if you don't succeed, remember to pick yourself up again and launch into a new opportunity with the same energy and optimism. From every loss you learn something extra, and move one step closer to your next success. Make your interest in the job formal with a thank you letter. If they have yet to decide who will get the job, use the letter as an opportunity to reinforce your strengths. If you have found out that you were unsuccessful, still write and thank them for giving you the opportunity to try out for the job. You never know when you are again going to be face-to-face with someone from the interviewing panel.