Interview Methods for candidate selection

When recruiting for your business it is critical to spend time understanding and identifying both (1) the requirements of a role, and (2) the interview method(s) for candidate selection.  Starting with the Requirements, the most effective way to do this is outline the qualifications, level of knowledge, skills, abilities, attitudes and experience needed to successfully deliver the role.  The use of selection criteria helps employers to compare job applications with other applicants for the same role in an equitable manner and it can help avoid asking illegal interview questions.  It also supports the decisions in choosing a candidate at each stage of the interview process, which is particularly helpful when more than one person will be interviewing.   

Selection criteria can be broken into two categories ‘essential’ and ‘desirable’ criteria. Essential criteria are those elements or conditions of a job that the employer considers are vital for successful performance in a particular role.  Desirable criteria are the ones that are nice to have and may be of assistance in the role. 

Once you have identified the essential and desirable criteria for the role, you can consider the best interview methods to find the right candidate.  It is important to choose an interview method that allows you to assess fit for the role requirements and aligns with your company’s cultural fit.  Some of these methods include, the Rating Sheet, STAR Method and OnIine software. 

Rating Sheet

Using an interview rating sheet standardises the interview method and is a great way to judge and compare candidates objectively. It supports the outcome of an interview and allows other hiring team members to objectively interview and consider candidates. 

Begin by using your job description as a basis for your candidate selection. Use the selected essential and desirable criteria for the role and weight their relative importance.  Decide on a weighting system that will provide a clear score for this role.  This will highlight how close the candidate is to the key selection criteria. Some examples are:

  • 1- 10  Scale – 1 being does not meet criteria and 10 meets criteria.

  • Points System - Does not satisfy – 1 point, Partially satisfies – 2 points, Fully satisfies – 3 points.

  • Excellent, Good, Fair.

STAR Method

The STAR method is a framework for preparing answers to behavioural questions against the key selection criteria.  It’s a way of providing clear examples or evidence skills, knowledge and approach to work.  An interviewee’s response is recorded in a four-part format.  It requires the interviewer to record the interviewee’s answers.  The STAR Model is particularly effective for senior and management roles:

  • SITUATION
    Describe the situation/environment you were in.

  • TASKWhat did you need to accomplish to deal with the situation? What was your role concerning the problem, issue or assignment?

  • ACTIONWhat did you do? Set out the steps you took to resolve the situation. Provide detail

  • RESULTWhat was the outcome? What did you accomplish? What did you learn? Promote yourself and your achievements.

Online software 

Online software is an effective tool for identifying and the best candidate for the position at each stage of the hiring process.  It is particularly effective when hiring multiple candidates for the same role, it is a one stop shop for all interviewers notes and allows each interviewer to view the interview notes at each stage of the process.  It is also a useful tool for medium to larger organisations who attract many applications.  

By using one of these or other structured interview methods, it will support an authentic, and detailed interview that will align the successful candidate with the key selection criteria for the role.

In Other News - Personal Leave Update

In August 2019, the Full Federal Court of Australia made a decision that personal/carers will accrue leave in days, not hours and that part time employees would also have 10 days of paid personal leave similar to full time employees.

In August 2020 this decision was overturned by the High Court of Australia. The Court handed down a decision regarding how personal/carer’s leave is accrued under the National Employment Standards (NES).  Moving forward, a full-time employee is entitled to 10 days of personal/carer’s leave and is calculated based on their ordinary hours of work (not days) or 1/26 of an employee's ordinary hours of work in a year.  Part-time employees get the same minimum entitlements for personal/carers leave as a full-time employee, but on a pro-rata basis.

Needing advice and help?

If you would like recruitment advice, please contact our team of advisors at AB Phillips, Monday to Friday between 9:00 am and 5:00 pm AEST by phone on 1300 208 828 or email   advice@abphillips.com.au.  

Please note that the above information is provided as comment and should not be relied on as a substitute for detailed professional advice from AB Phillips or professional legal or financial advice on any particular matter. Where you would like additional information and support about the content in this document please contact AB Phillips

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