Interview tips

The role you’re trying to fill may not only be the candidate’s first job out of school – this might also be their first job interview! Try to put the candidate at ease by warmly introducing yourself and explaining the interview process. While it can be handy to see how a candidate performs under pressure, you are more likely to get useful information from a candidate if they are calm and relaxed!

During the interview

If you need a hand preparing interview questions, head to our Sample Interview Questions page.

 

Here are some other important things to consider when interviewing a potential apprentice or trainee:

 

  • Look for compatibility with the role as well as how the candidate will fit in with you and your team.

 

  • Assess the candidate’s enthusiasm and general attitude, considering their tone of voice, whether they smile or make eye contact and their posture, presentation and punctuality.

 

  • Consider what is important to you and your business and ask the right questions to encourage the candidate to talk about their relevant skills, knowledge and experience.

 

  • Ask open-ended questions that can’t be answered with just a ‘yes’ or a ‘no.’ Behavioural interview questions are great as they ask the candidate to provide examples of how they have reacted in particular situations.

 

  • Ask the same interview questions for all candidates so that you can compare candidates fairly.

 

  • Avoid asking questions which may appear discriminatory – these include questions which relate to a candidate’s age, race, religion, disability or marital status. If you’re unsure, please refer to the Terms & Conditions section of the Career Hub or contact our Careers Team for more information.

 

  • Ask the candidate if they have any questions. If the candidate has thought about some useful questions (not just what they’ll get paid or how much leave they get) this can demonstrate that they are interested in learning more about the job and the company.

 

  • Let the candidate know what comes next. Advise them how and when you will be in touch or if any further steps need to be taken before you can make your decision.

 

  • After you have completed the interview process and selected your preferred candidates, conduct reference checks. Reference checks are an important part of the recruitment process as they can help to verify the information provided by the candidate and also give some insight into the candidates’ attitude and behaviour. If possible, call at least 2 work-related referees.

 

As a guide to assist with conducting reference checks you can refer to the Fair Work Ombudsman Reference Checking Form

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Need help? Call us at 1300 562 482 or email us at careerhub@megt.com.au

MEGT (Australia) Ltd