I was dismayed to read the recruitment interview advice to “try to put the same questions to each person in the same order” (Weekly dilemma, Personnel Today, 7 August).
We use human beings to recruit human beings, not robots. Panels should have a core of questions prepared that relate to the criteria to be tested, and aligned to the person specification.
The focus should then be to probe for examples that evidence the required competence in these key areas. This involves asking appropriate questions relating to the unique experience of the applicant concerned. If you employ people who don’t understand the difference between conversation (I’m not sure what ‘chitchat’ is in the article context) to establish rapport and seeking out inappropriate information, then sack the people delivering your recruitment training or start providing some.
Head of staff development