Job Interview Dos and Don’ts

A key element of any growing and profitable business is its workforce. Recruiting the right team is important and finding the key players is crucial - but it isn't always easy.

The interview

After shortlisting your candidates, the next step is preparing for the interview process. Taking the best approach and asking the right questions can make all the difference in getting the best out of your interviewee.

But there is also an important legal aspect to conducting interviews. Some questions are most definitely 'off limits'.

When I interview for a role, for me personally it's to find out more and to see if 'a face fits'. Everyone I shortlist on paper is potentially capable of doing the job, but at interview stage I find out if they and the company are a 'good fit'.

Positive interview techniques

I try to treat an interview as an in-depth chat – and try to make it informal, yet still professional. That way, people are put at ease and it helps to keep any nerves in check.

I follow the same set of questions for each person – to keep things 100% fair.

I always resist the temptation to ask questions such as, “Where do you see yourself in five years' time?” or “What would you say is your biggest weakness?” and instead try to ask a variety of questions which aren't so 'open' to being rehearsed. I find the answers give me a pretty good idea about the job seeker and if they would fit our company culture.

The types of questions include:

• which two skills make you the most qualified person for this role?
• what professional achievement are you most proud of and why?
• can you tell me about a time when you overcame a challenge?
• how would you describe your working style?
• have you ever broken a rule at work and why?
• what do you know about our company?
• if you got the job, what is the first thing you would improve?
• why are you leaving your current job?
• what excites you about this position?
• what do you like to do in your spare time?

'Off limit' topics

As well as being inappropriate, some lines of questioning have more serious consequences and could potentially lead to claims of discrimination. Under the Equality Act of 2010 asking certain questions could leave you open to claims of discrimination if the role is not offered to the person in question.

Question areas to avoid:

• age
• marital status
• childcare responsibilities
• sexuality
• religious views
• disability

Sometimes it may be appropriate to ask questions on these topics if they relate specifically to a person's ability to undertake the role – such as their right to work in the UK. However, to avoid discrimination, all applicants must be asked to provide evidence of the right to work in the UK.

Another question area to avoid is previous salaries and using these responses to make salary offers. While this is not prohibited by law, it is commonly suggested that asking female employees in particular about their earnings in previous roles, could be a factor in the existence of the gender pay gap.

Dermot Kennedy, Partner

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