Setting Up The Interview

When do you discuss salaries with your candidates?

This is a simple interview structure to follow when interviewing candidates that is aimed at getting the most from the time you have:

	Set the agenda and explain how the interview will be conducted (3 minutes).
	Obtain details on education history, interests, hobbies, sports extracurricular activities (7 minutes).
	Ask structured behavioural questions which test core competencies(10 minutes).
	Obtain details on employment history/current job (15 minutes).
	Determine career plans (7 minutes).
	Provide information regarding the job and organisation (8 minutes).
	Applicant's questions (8 minutes).
	Closing the interview (2 minutes).

Conducting an Interview - Do's

	Do seek applicant information on all the important criteria (competencies) needed for successful job performance
	Do ask behavioural experience-related questions to elicit what a candidate ACTUALLY DID. Ask for specific examples
	Do ask structured competency-based questions to ALL candidates
	Do ask follow-up, probing questions to pin down ACTUAL behaviour and the outcome
	Do spend more time analysing recent experiences than earlier experiences
	Do obtain clarification if the candidate uses technical or trade jargon that you don't understand
	Do phrase questions positively rather than negatively
	Do spend more time analysing situations most likely to show the behaviour sought
	Do greet the candidate yourself (don't get your secretary to do it)
	Do take notes
	Do sell your company - the candidate may have other positions on offer
	Do discuss salary expectations and confirm that you are comparing like with like in terms of salary packaging
	Do determine the candidate's motivation and assess the "match" with your company's style and culture
	Do rate candidates on each competency immediately after the interview
	Do give prompt and detailed feedback to your recruitment consultant. A professional consultant will make the difference between your offer being accepted and turned down

Second round Interviews

A short list of candidates for a particular position should include two to four individuals and will be based on your initial interviewing and reference checking.

An effective tool to assist in shortlisting is an initial interview summary sheet. The summary sheet lists the candidates skills, qualifications etc. against a list of key requirements as set out in the person specification.

The summary sheet should be on one page allowing for easy comparison.

Second interviews for short listed candidates are usually a good idea before a decision to hire is made

	A "second opinion" from another senior person in your company may confirm your thoughts or expose weaknesses you may have missed
	The second interview allows you to explore aspects of a candidate's background that require clarification
	The second interview gives the candidate another chance to assess his/her interest in the role and to ask questions

When do you discuss salaries with your candidates?

Timing is crucial when it comes to working out the ideal salary. It is important not to start too soon-but you shouldn't wait too long, either. The optimum time is when both parties are somewhat serious: this is usually at the end of the first interview or just before the second interview.

If you wait until the offer stage to settle the details, it's too late, by then, the candidate will know he's the finalist-and this gives him the upper hand.

However if you discuss salary too soon, before you and the candidate know each other, it creates an uncomfortable situation.

It is best to develop a framework early in the interview process. This will eliminate any awkwardness of the typical negotiating session, when salary/packages are last on the agenda.

Negotiate pieces of the complete offer, the key is to along the way, when you still have leverage and something to offer, and test sincere interest at each step. You can be assessing the candidate's competency at the same time as you're recruiting them and closing the deal.

If you don't know a candidate's salary history, ask before you invite them back for a second interview. If it looks too high or leaves you little room to manoeuvre, be up front and tell them your concerns -and ask how serious an issue this is. You can also state your own salary range and say that you hope this fits in with the candidate's needs.

Any balking at this point is a good clue that you may be coming in too low. If the candidate decides to come back, you know you've just established the condition of a potential offer. Use each interview session to gain more information and commitment.

We would like to acknowledge Lou Adler of "Electronic Recruiting Exchange" from whom this article has been paraphrased.

If there are any problems - call a Bond Recruitment Consultant!