Build an Interview

Interviewing Opening and Closing Remarks

Anne Sandberg

If the “meat” of your interviews is composed of job-related behavioural questions and follow-up questions, the opening and closing should be relaxed and comfortable, but also include some very necessary information.

The beginning of an interview is called the Opening. Opening tips include:

* don’t keep people waiting (be on time for interview appt.s)
* introduce yourself and consider giving the candidate your business card, and describe your role in the company and with respect to the open job
* greet the candidate warmly and sit next to the candidate rather than across the desk, which puts a barrier between you and the candidate and asserts your superior position (which is obvious; you don't need to emphasize it)
* start with “small talk”, such as the weather, traffic, etc.
* offer to answer their questions or talk about the job / company

Aside from the “meeting and greeting” process, it is also helpful to review an “agenda” for the interview In terms of setting expectations. For example, you could say something like this:

"It is my plan to spend about 50 minutes together today, mostly me getting to know you and your skills and experience better. Near the end of our time together today I’ll be turning the questioning over to you so that you can ask me a few questions about the job, the team or the organisation. During the interview I will be asking you to give me examples of what you have done in the past. The more specific you can be, the better I can understand your skills. Some of these questions take some thought, so if you need to take a few moments to think before speaking, that is just fine. I will be taking notes just so I can recall what you tell me, is that OK?"

The Closing, on the other hand, should include an opportunity for the candidate to ask a few questions, an idea of who and when he or she will be contacted about next steps in the process, a sincere “thank you” for coming in and spending time together, and no promises or job offers extended at this time.

The Closing, on the other hand, should include an opportunity for the candidate to ask a few questions, get a good idea of who and when he or she will be contacted about next steps in the process, a sincere “thank you” for coming in and spending time together, and no promises or job offers extended at this time (even if he or she pressures you for it!).

Further, this final question is a good one to ask:

“Is there anything I haven’t asked you that you want to tell me before we conclude today?”

This gives the candidate the opportunity to add anything he or she has perhaps been dying to tell you, but you didn’t ask them. For example, perhaps the candidate just completed an MBA but you never asked him about it and he didn’t feel comfortable bringing it up on his own without you asking about education. When you ask this final question it gives him the opening to add some information that is important to him to get across.

Some interviewers give their business card to the candidate, so if you want to do this, feel free, but just remember that you may be communicating that it is OK to call you if you do so.

Remember that even though you may not want to hire the candidate you just interviewed for this particular job at this particular time, this person will walk away from this experience as a member of the general public and has formed an impression of your organisation that he or she will talk about with friends, family and colleagues. An interview is always a public relations event, if nothing else!

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