Guide to interviewing standards

£ 15

Our Guide to Interviewing Standards offers comprehensive guidelines, ensuring consistency and fairness in candidate assessments while enhancing hiring quality.

Why this guide is necessary

The purpose of this Guide to interviewing standards is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.

By using our Guide to interviewing standards, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.

Specifications

Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Word count / length
431 words, 2 pages A4
Date last reviewed icon
Date last reviewed
1 June 2024
guide to interviewing standards

Guide to interviewing standards

By adhering to the following standards, hiring managers can ensure that the interview process is professional, fair, and effective.

Undertake Training on How to Interview

Hiring managers should receive training on how to conduct effective interviews. This training should cover best practices for interviewing, including how to ask job-related questions, how to assess a candidate's qualifications, and how to avoid discriminatory practices.

Dress Appropriately

Hiring managers should dress professionally for all interviews, whether in-person or remote. Dressing professionally helps create a professional atmosphere and shows respect for the candidate. For remote interviews, hiring managers should ensure that their attire is appropriate for video conferencing.

Prepare for the Interview

Hiring managers should thoroughly review the job advertisement and candidate's resume or application before the interview. This will help them ask relevant job-related questions and assess the candidate's qualifications accurately. They should also prepare a list of questions that are non-discriminatory and job-related.

Conduct the Interview in a Professional Environment

If conducting remote interviews, hiring managers should ensure that they are in a quiet and professional environment, with no distractions. 

For in-person interviews at hotel locations, hiring managers should choose a professional space for conducting the interview.

Take Company Information to Hotel Locations

When conducting interviews at hotel locations, hiring managers should take any necessary company information with them. This includes copies of the job advertisement, company brochures, and any other relevant documentation.

Ask Job-Related Questions

Hiring managers should ask job-related questions during the interview to assess the candidate's qualifications and fit for the role. Questions should be non-discriminatory and designed to elicit specific information about the candidate's experience and skills. Hiring managers should also provide the candidate with the opportunity to ask job-related questions.

Include a Company Presentation

To provide candidates with an overview of the company and its values, hiring managers can include a company presentation during the interview. This can include information on the company's history, mission statement, and culture.

Consider Using a Panel for the Second Stage

Hiring managers may consider using a panel of interviewers for the second stage of the interview process. This can help ensure that the selection process is fair, consistent, and objective.

Take Notes

Hiring managers should take notes during the interview to capture important information about the candidate's qualifications and responses to questions. This will help them make an informed decision when selecting a candidate.

Provide Feedback to Candidates

Hiring managers should follow up with candidates after the interview to provide feedback on their performance and next steps in the hiring process. They should communicate professionally and be responsive to the candidate's inquiries.

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Why choose our Guide to interviewing standards?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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