How should I conduct an interview?

We all worry about being interviewed but what about conducting an interview?  If you're not used to meeting and sussing out potential candidates, here are my top five tips to help you get the right fit for your company:

1. The CV: often we are too quick to judge a CV.  If there is something missing or it doesn't quite fit our full expectations it may be the candidate is dismissed out of hand.  Wait!  If you are unsure as to whether someone looks right to you either contact them on the telephone and sound them out (always worthwhile as it may be that you will find an excellent candidate who doesn't do themselves justice on paper!) or listen to the advice of your recruitment agent.  This is what they are employed for and if they are doing their job properly, they should know whether this candidate is worthwhile meeting.

2.  Firm hand shake, warm smile: make your interviewee feel relaxed and focused.  Offer them a drink.  The more relaxed the candidate feels, the more likely you are going to see their true character.

3.  Results are key: in a sales driven environment it is always worth asking a candidate to back up their experience with results.  Is this candidate going to achieve?  Is the candidate able to do the job you have on offer?  For example, ask a candidate how they would go about achieving X sales per month.  They should know how many viewings equates to how many sales and in turn what their fall through percentage is.

4. Get proof: it may be a cliched question but it is a good one!  Ask the question "Give me two examples of how you have made a difference to the outcome of a situation, both work related and non work related".  The answer to this question will tell you a lot about their personality.  A sales person should be making a difference all the time.  If they know what they are doing, they should have a whole pile of examples to dazzle you with.  Sales is all about being proactive.  Equally, an example for their home life shows how resourceful and involved the candidate is.  You can help them warm up to the subject by asking them to elaborate.  Keep them relaxed and focused.  If they are in sales you could say something like "have you made a difference to a sale where there was a tricky situation?"

5. Interests and activities:  these give you an insight into a candidate's personality and whether they will fit in with the other characters and dynamic of your office.  The idea of asking the candidate about their outside interests and activities is to give you a greater understanding of their temperament.  Are they motivated, are they sociable, competitive, team players?  Interests and activities can give you a bigger picture, both positive and negative and this will put you in a position to make a more informed decision.