Since opening in 2003, we have worked with both SME’s and multinational clients. We aim to be able to support our clients and provide additional advice when needed.
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With 15 years in the City of London as a recognised specialist in employment law, formerly a solicitor and barrister, our HR Expert now provides services as a consultant to businesses.
He has worked in boutique, major City and international law firms, focussing exclusively on employment and human resources related matters since 1995. During his 15 years as a senior employment adviser, he has appeared in the employment tribunals, County Courts and High Courts throughout the UK.
He has provided advice to a diverse range of clients building relationships to provide various HR solutions.
Interview Advice For Employers
Preparation – is key!
When you’re conducting an interview, don’t forget it’s not just the candidate being assessed – your prospective employee is checking out your company as well. Make sure that you are prepared, you look smart, you have a suitable area to interview, you have time either side so not rushed and have read their CV so that you can question any areas of concern. Offer them a drink and preferably sit at the corner of a table rather than opposite. Making people feel relaxed at interview will give them the best opportunity of impressing you and seeing them at their best rather that making them feel uncomfortable. If you are going to set them a test then you need to be clear why you are testing them and what skill level you are expecting (perhaps by benchmarking against other people within your team).
Review the person specification and be familiar with what you are seeking from the candidate. Know the job responsibilities and if possible prepare a list of standard questions which will highlight those specifications, in order that all interviews are conducted to the same standard and are not biased.
At the beginning start by explaining the interview process to the candidate. Start by reviewing the candidates CV and past history and then use the prepared questions to highlight criteria seeking. Explain the Job and background to the company once you have put all the questions you want to the candidate. Ask them whether they have any additional questions they would like to ask.
Notice how the candidate listens and responds to the questions asked and their choice of words and non-verbal behavior. Listen to the questions the candidate asks. Take detailed hand-written notes concerning job related topics that will help you distinguish the candidates from one another.
Straight after the interview analyse and write up interview notes so that they are fresh in your memory. Treat all candidates fairly and the same. Do not ask irrelevant discriminating questions, keep them job related. Do not dominate the interview; the candidate should do most of the talking. (you 20% of the time).Politely probe the candidate for information by asking open-ended questions. Ask structured questions that will require some thought on the part of the candidate.
Always provide feedback which is open, honest and non discriminatory to the candidate after the interview.