During the interview, try to:
- maintain a conversational flow to allow the candidate to be at ease
- let candidate do the talking
- use probing questions when you feel that you don’t have enough information
- actively listen to all answers
- take notes so you have a record of what was said
- be objective
- confine your questions to the role requirements.
When asking capability-related questions, you are looking for the candidate to:
- describe how they have effectively handled a situation at an appropriate level of complexity
- give you enough detail to see the depth and breadth of the capability you are assessing
- show their capabilities are directly relevant or transferrable to the role you are filling.
Use probing questions to dig deeper when candidates do not provide enough information or give general responses.
Examples of probing questions include:
- “Could you tell me more about that…?”
- “Are you able to provide a specific example?”
- “What was your thinking behind…?”
- “What was your role – what did you do…?”
When probing, avoid using leading questions (which point candidates towards the desired answer) or closed questions (which prompt a yes/no answer).
|Leading or closed question
Did you develop a project plan?
What strategies did you rely on to deliver the project?
Did you get a result?
What was the outcome?
It is important to take thorough notes during the interview as it is difficult to accurately assess a candidate based on sparse notes and memory. Alternate between making eye contact and taking notes so candidates feel like you are listening to what they are saying. Another option when you have multiple assessors is for one assessor to take notes while the other maintains eye contact, alternating each question.
Where possible, write down what a candidate said or did rather than interpreting or providing your own impressions. For example, note that a candidate looked down for most of the interview rather than saying they had poor eye contact.
Keep your notes after the interviews to assist with the records of selection decisions and to provide a basis for feedback to candidates.
When taking notes you should be aware of a candidate’s right to seek access to information under the Government Information (Public Access) Act 2009 following their participation in a recruitment process with a NSW government agency.
For more information refer to the Information and Privacy Commission’s Fact Sheet – Applying for Government Recruitment Information.