The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "The Selection Interview" and will show you how to plan and run a recruitment selection interview. 

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MTL: The Professional Development Programme
The Selection Interview
THE SELECTION
INTERVIEW
Can they do the job and will they fit in?
MTL: The Professional Development Programme

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MTL: The Professional Development Programme
The Selection Interview
Attribution: All images are from sources where a Creative Commons license exists for commercial use. All icons are on subscription
from thenounproject. All clipart is from free sources. The MTL Professional Development Programme is copyright of Manage Train
Learn.
The Selection
Interview
Introduction: Although many organisations are prepared to consider new ways to recruit
staff, such as the use of the Internet, or video-conferencing, it is still rare to find
organisations who do not use the interview at some stage in their recruitment
processes. The interview remains central to selection decisions: upon it, we believe we
can find out what a person is really like, whether they have the attitude we are looking
for, whether they will fit in to the team and, crucially, whether we like them or not.

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MTL: The Professional Development Programme
The Selection Interview
A well-run interview is your best source of information
1. RELYING ON
INTERVIEWS
https://freerangestock.com/photos/47493/woman-sketching-a-social-
network-on-virtual-screen.html
When asked how high they rate the interview as a
selection method, most organisations say it
comes second best to picking candidates
blindfolded with a pin. Yet, despite this, the
interview is universally popular as a selection
method. A Marplan survey of 1000 organisations
found that 100% of organisations used an
interview against 67% just using tests.

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MTL: The Professional Development Programme
The Selection Interview
2. WHAT AN
INTERVIEW IS
https://freerangestock.com/photos/77303/hiring-new-employees--job-
interview-and-recruitment-selection-i.html
You get the best from the candidate by relaxing them
There are 3 purposes to a recruitment interview.
First, to create a climate in which the applicant
can relax, speak freely and give of their best.
Second, to gather evidence about whether a
candidate meets the criteria on the job
specification. And third, to give a realistic,
accurate but positive picture of the job and the
organisation. The interview should not be
conducted to find out how the candidate reacts
to stress, to decide whether you personally like
the person or to catch the candidate out.

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MTL: The Professional Development Programme
The Selection Interview
https://www.flickr.com/photos/poptech/6035290271/
Set the context, design the content, make contact
3. CONTEXT,
CONTENT,
CONTACT
A recruitment interview consists of context,
content and contact. The context of a recruitment
interview is your need to discover whether a
person can do a job well or not. The content of a
recruitment interview consists of a logical
structure, an order of questions and answers in
which you and the interviewee learn about each
other. The contact of a recruitment interview is
the extent to which there is a matching of needs
between the interviewee and the organisation.

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MTL: The Professional Development Programme
The Selection Interview
4. THE
CLASSIC
INTERVIEW
https://www.flickr.com/photos/poptech/4911475830/
The interview should be an exchange of expectations
The classic shape of a recruitment interview has a
beginning, middle and end. Stage 1 is the
welcome, introductions, outline of the interview,
and brief explanation of the job and business.
Stage 2 is questions to the candidate, forming up
to 75% of the interview. Stage 3 is questions from
the candidate. Stage 4 is information on terms
and conditions. Stage 5 is the rounding up, next
steps, close, and goodbye. Using a plan looks
professional and lets you and your candidate
know how you are progressing.

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The Selection Interview
https://freerangestock.com/photos/77303/hiring-new-employees--job-
interview-and-recruitment-selection-i.html
Top of your pre-interview list is preparation
5. PRE-
INTERVIEW
CHECKLIST
A pre-recruitment interview checklist is an aide-
memoire that ensures you and your panel are
fully prepared for interviews. The list includes the
following: preparing a list of appointments and
times; booking rooms; letting others know such
as Security and Reception; ensuring there is
someone to meet the candidates; checking the
panel are prepared; and putting together
photocopies of the job description, job
specification, advertisement, terms and
conditions, and starter questions for everyone on
the panel.

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MTL: The Professional Development Programme
The Selection Interview
6. INTERVIEW
CHECKLIST
https://freerangestock.com/photos/40584/marketing--target-groups-
concept.html
Target your interview to find out how well they can fit in
A checklist of items you need to cover in the
interview helps you and your panel have a
structure to the interview, gather key
information, and look professional. It might cover
the following: welcome the candidate; introduce
yourself and the panel; outline aims and structure
of the interview; explain how the job has arisen;
ask starter questions based on the person
specification; take notes that record evidence; ask
to see evidence of job requirements such as exam
certificates; photocopy them; explain what
happens next.

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The Selection Interview
https://freerangestock.com/photos/75002/job-interview--illustration-
with-copyspace.html
Top of your post-interview list is to complete the spec
7. POST-
INTERVIEW
CHECKLIST
After the interview, it is important to ensure that
there are no unnecessary delays in letting
candidates know the results of their interview.
Here is a short but important checklist. Straight
after each interview, record evidence on the
candidate's person specification. Decide whether
a further round of interviewing is needed. Take up
references. Make your selection from all those
who meet the criteria. Inform all candidates as
quickly as possible of the outcome.

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MTL: The Professional Development Programme
The Selection Interview
This has been a Slide Topic from Manage Train Learn
AFinal
Word
Many people compare selection interviews to speed-dating. You have a limited time to make up
your mind about another person with whom you are planning a long-term relationship. This may
be a fair analogy particularly if in both cases you fail to prepare, fail to plan, and fail to cover all the
points you need to cover. However, when you do these things well, and back them up with other
information, you might just find the perfect match.