Date: 15/02/2017 | By: Sara Marrett

As an employer, the dos and don’ts of interviewing are important, but there are a number of considerations to take into account before you even start the recruitment process. BizSmart Select Member and HR professional Sara Marrett explains what you need to look at.

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 Click here to listen to Sara’s webinar on this topic.

Before you recruit


Before you recruit for a role in your organisation, it’s important to consider whether the vacancy genuinely needs to be filled. Businesses change rapidly so it’s vital to check whether a role still needs to be in existence before you look to replace a member of staff who is leaving.


Speak to the outgoing employee if possible to get as much information as you can about the work they’ve been doing. This is a good opportunity to re-define the responsibilities of a job, and it may be that there are tasks being left undone that could be brought into the job description before you advertise the role.


It could make sense to re-allocate the work of the vacant role among current employees, or you may decide to advertise the role as a job share. Consider your options and embrace the opportunity to reinvent a role or expand the job description.


Planning the interview


Once you’ve decided to go ahead and recruit for a role, you will want to prepare your questions ahead of the interview.


Here are some example questions that you could ask at interview. Remember, you are finding out about them, so the balance of you and the candidate talking should be 20% you and 80% the candidate.


Questions to ask at interview


  • Why do you want to change jobs at this time?
  • What do you consider your greatest attributes?
  • What have your relationships been like with past employers?
  • What for you has been the highlight of your career so far?
  • What has been the low point of your career so far?
  • What experience do you have of problem-solving?
  • What are your long-term goals and how do you plan to achieve them here?


The way you interact with the candidate is important – remember they are assessing whether they want to work for you, as much as you are assessing them.


Be curious and enthusiastic, and make sure you understand their answers fully. If you’re not sure what they mean, ask further questions.


Don’t just listen to what they say, but listen to their emotions too. They may say they’re passionate about the job or the sector you work in, but do they sound passionate? Let them finish their answers and don’t interrupt.


To go into more detail on this topic, including how to recruit, observing body language, controlling the pace of the interview and making your final decision,

 Click here to listen to Sara’s webinar .


BizSmart aims to help SME and micro-business owners scale their businesses and create value through sound practical business support. We aim to give you insight and clarity and fire up your determination to succeed. You can access blogs like this and more besides through our free SmartRoom service here.