Have you ever looked for advice on how to conduct a good job interview? There are many lists, with tips such as 'prepare well' and 'put the candidate at ease'. Although these are important preconditions, asking the right questions can help you find the information you seek. It also helps to be sufficiently aware of your own shortcomings. Below is an important point for your attention, and two specific methods that will help you have job interviews in a positive and objective manner.
Crucial to a positive job interview is the use of inclusive language. How far has your organisation got? Answer the following questions and find out how you can generate a lot of profit with small effort.
In the building block Focus on inclusive job advertisements you can read about the importance of inclusive language in your external communication. It is also important to pay attention to this during job interviews. 5 tips:
In addition to inquiring about previous experience and acquired competences, you will often ask a series of other questions during a job interview. These have to do, for example, with expectations in terms of operating rhythm, willingness to travel and a candidate’s knowledge of the sector in which he or she will be working. The problem is that these questions are often off the cuff. Job interviews are too often unstructured and conducted intuitively. A more structured interview limits the influence of preconceptions and bias.
Often, irrelevant matters such as hobbies weigh into the decision of whether to hire the candidate. Research also shows that candidates with a migration background are often asked questions in a job interview about their migrant background, and less about their competences.
The questions a recruiter is allowed to ask a job applicant are legally defined. Do you know the legal rules? Unia's website eDiv offers free online learning modules (in Dutch or French). The Law module explains anti-discrimination legislation step by step. Videos, exercises and interactive explanations of the answers will guide you through this topic.
The aim is to obtain the same information from all candidates, as far as possible. Therehore, structure the job interview:
This can be done in various ways:
Inclusive selection requires a diverse selection committee. This reduces the chance of 'blind spots'. Unconscious bias playing a role in the recruitment and selection process and decreases the chance of selecting the best person for the job.
Consider the following aspects, among others, when composing the committee:
Ensure open communication and an open atmosphere within the committee. Check that the members of the selection committee: