It's not hard for prospective employees to find interview tips ... all they need to do is a quick Internet search. In fact, for employers, one of the downsides to the Internet age is the way a candidate can anticipate interview questions and prepare sharp answers. I always advise clients to be careful to come up with some "non-traditional questions", just to keep things balanced.

I am often asked, "How do I conduct a successful interview?" If you stop to think about it, coming to the "right" conclusions about a candidate is one of the most important decisions you can make, regarding not only the individual you're interviewing, but also regarding their fit with your organization. It only makes sense to think through your interview strategy in advance.

Here, then, are Ravenhill's 'Top 10' interviewer tips. They're tried and tested, and I believe you'll find them very useful!

1. Like the Boy Scouts "always be prepared!"

Be sure to thoroughly read your candidate's resume in advance - there's nothing worse (for you, or the candidate) than hurriedly skimming a resume while making the individual sit in front of you, waiting. Do it well before they arrive ... and while you are at it make sure you clearly understand the job requirements for the position you are trying to fill before you start the interview.

2. A glass of water might be nice

Providing a glass of water for the candidate would be a nice touch, too!It may sound insignificant, but remember that an interview is a stressful experience. In addition to warding off a candidate's dry mouth, it will demonstrate that you're human. Believe me, this simple gesture will help him relax and begin to build rapport between you.

3.Turn about is fair play.

Remember, an interview is a two way street. While it's true that you're there to determine whether the candidate can do what you need done ... she needs to know that you can offer her what she needs and wants as well. Take the time to ensure that she knows all the good stuff about working for your municipality, and how her needs will be met. This will help motivate her to the right decision. Remember - be sure you make a good impression, too. The way you dress, the way you look, and being approachable speaks volumes Think of it this way ... the prospective employee is interviewing you, too!

4. Keep Your Candidate Informed.

She should know what to expect. From the get-go, tell the candidate about the format for the interview, what's going to happen, and what you hope to accomplish. Although this may seem like a no-brainer, you'll be pleasantly surprised at how understanding expectations will relax your candidate ... it will make your job so much easier.

 5. Interviewing is not a night at the improv!

Don't improvise, plan your questions. You may think you can wing it, but it's your responsibility to make sure the process is fair. You'll be able to make your decision more easily if you take the time to plan out your interview questions. And always put them in writing; this is one way to make certain you cover the bases and get to the answers you're looking for. It's also a best practice to ask all candidates the same questions, and in the same way. At Ravenhill we most often provide a mechanism for scoring a candidate's answers; if you're interviewing multiple candidates, being able to compare scores is imperative.

6. Round is Beautiful

If there is more than one person from your municipality participating in the interview, avoid sitting in a row opposite the candidate. Trust me, the 'panel approach' is really intimidating. If you can use a round table, or at least sit around the table you have, it will create an atmosphere of discussion instead of interrogation. You will get better answers from a more relaxed interviewee.

7. Question: 'Open-ended questions are best - yes, or no?'

Asking questions that can be answered "Yes" or "No" won't get you where you want to go. Experienced interviewers will tell you that the very best questions start with how, what, when, where, why and who. If you do get a "Yes" or "No" answer, follow up immediately with, "Why do you say that?" or, "Tell me about that." Getting one-word answers will frustrate you, and, if you accept them, it will leave your candidate wondering what you are looking for.

 8. Just the Facts!

Your candidate doesn't have the skills and abilities you're looking for if he can't give you real-life examples that demonstrate them. Listen carefully for 'conditional' words. Statements telling you what could happen, or what should happen are motherhoodstatements, and are of no value whatsoever (except to tell you that the candidate is not qualified!). What you're really looking for - what you need to hear - are answers telling you what the candidate has done, how he's done it, or why, etc. Make sure you get living examples!

9. Say what you'll do, and do what you say.

Explain "next steps" to the candidate. Tell her how and when you're going to make your decision, and no matter what, keep your promises. You risk losing a great candidate if you make her feel unimportant by delaying your feedback and/or decisions.

10.Can I have a turn?

Always leave time for your candidate to ask his questions. Leave ten minutes at the end of an interview for this purpose. You'll find this does two things: your answers will help him make a wise and informed decision, and, as a bonus, you will learn some things about him by the quality of the questions asked. You'll get a real sense of who he is, and what he's looking for. It will also give you some insight into his level of intelligence and his level of interest.

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Finally, I think it's pretty safe to say that interviewing is not "rocket science". You haven't arrived at the place you are in your life by accident. You obviously have learned a thing or two along the way. My very best advice is to trust your judgment plus always treat others the way you would like to be treated.

Any one of us at Ravenhill Group would be happy to be of assistance to you with interview techniques and questions at any time.

Please feel free to call if you need some help

Dan Hughes ext 702 or

Bruce Malcolm  ext 727