Of course, you want to hire the most talented candidates. Some people believe that having line managers present as part of the interview process could help with finding the best fit for the role. However, know that interviews are more than this.  It’s not about who and who isn’t present during the interview. We must think about the actual interview process and the decisions that will be made. 

In this episode of The HR Uprising Podcast, Lucinda talks to Jo Irwin from i4 Training on how companies can improve their interview process. Interviews are a good introduction for both parties—the interviewer and the interviewee. Therefore it is just as important for the panel to present themselves in a good light as it is for the candidate.  
 

In this podcast episode, Jo provides us with some great tips on how to achieve an effective interviewing process, from prepping the interview room to scoring candidates. 

 

KEY TAKEAWAYS 
Competency-based interviewing is the most common strategy for companies. This is a good technique to use if you want to gain insight into how they’ll behave and how skilled they are in certain situations. However, sometimes if HR don’t ask the right questions or aren’t willing to dive deep, we miss the small details that are more important in hiring an aspirant. Probe as much as possible. 
Interviews are a great avenue for introductions for both the company and the future employee. Interviewers are most likely prepared and well-researched before they enter an interview room. As interviewers, it’s also nice if we’ve known the role you’re aiming to be filled by heart, and we’re putting our best foot forward (communicating and interacting well). This also makes sure that you ask the right question so you don’t lose that best candidate because of a wrong impression. 
Tip: Make sure that the interviewee is comfortable during the interviewer. Check if the seat is comfortable, the room is well-ventilated, the distance between him/her and you (the panel) is enough to hear each party properly. 
Tip: Have a good starting question ready. Don’t ask them about the details that won’t apply to the job—better yet, ask them about 3 specific projects/activities that can highlight what skills and knowledge can help them be valuable in the role. 
Tip: Give the interviewee a head’s up that you might interrupt on some occasions when they speak. This is to make sure that you can probe better and that they don’t perceive it to be rude. 
Tip: Practice reflective listening. Interviewees give more information when they see that you’re listening and being empathic. 
Tip: Leave enough time for the scoring and the discussions. 
Tip: Review how the panel performed. Did we ask the right questions? What question really hit the spot? 

BEST MOMENTS 
“Past behaviour is a good predictor of future behaviour.” 
“First impression is very important.” 
“Your previous knowledge of a candidate must not be used in an interview.” 
“It’s not just the cost of pulling managers to sit on panel or to run a selection of interviews; it’s the cost of the organisation making the right decisions.” 

VALUABLE RESOURCES 
I4 Training Services - www.i4trainingservices.com 
Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ 
https://hruprising.com  

ABOUT THE GUEST 

Jo has 18 years’ experience working in the pharmaceutical industry in sales, training and management positions. Since 1997 she has been involved in the delivery of tailored training programs to staff working within a range of industries. 

She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in Interview skills, from the perspective of both candidate and panel interviewer member. Besides team building sessions, she regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most frequently booked workshops is Effective Interview Skills and she regularly coaches candidates preparing interviews. She is delighted that her current success rate is running at 85% for 2019!  

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up” 

CONTACT METHOD 
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
Email: Lucinda@advancechange.co.uk  
Linked In: https://www.linkedin.com/in/lucindacarney/  
Twitter: @lucindacarney 
Instagram: @hruprising 
Facebook: @hruprising 

Of course, you want to hire the most talented candidates. Some people believe that having line managers present as part of the interview process could help with finding the best fit for the role. However, know that interviews are more than this.&nbsp; It&rsquo;s not about who and who isn&rsquo;t present during the interview. We must think about the actual interview process and the decisions that will be made.&nbsp;
In this episode of The HR Uprising Podcast, Lucinda talks to Jo Irwin from i4 Training on how companies can improve their interview process. Interviews are a good introduction for both parties&mdash;the interviewer and the interviewee.&nbsp;Therefore&nbsp;it is just as important for the panel to present themselves in a good light as it is for the candidate.&nbsp;&nbsp; &nbsp;
In this podcast episode, Jo provides us with some great tips on how to achieve an effective interviewing process, from prepping the interview room to scoring candidates.&nbsp;
&nbsp;
KEY TAKEAWAYS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Competency-based interviewing&nbsp;is the most common strategy for companies. This is a good technique to use if you want to gain insight into how they&rsquo;ll behave and how skilled they are in certain situations. However, sometimes if HR don&rsquo;t ask the right questions&nbsp;or aren&rsquo;t willing to dive deep, we miss the small details that are more important in hiring an aspirant. Probe as much as possible.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Interviews are a great avenue for&nbsp;introductions for both&nbsp;the company and the future employee. Interviewers are most likely prepared and well-researched before they enter an interview room. As interviewers, it&rsquo;s also nice if we&rsquo;ve known the role you&rsquo;re aiming to&nbsp;be filled&nbsp;by heart,&nbsp;and we&rsquo;re putting our best foot forward&nbsp;(communicating and interacting well).&nbsp;This also makes sure that you ask the right question&nbsp;so you don&rsquo;t&nbsp;lose that best candidate because of a wrong impression.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Tip: Make sure that the interviewee&nbsp;is comfortable&nbsp;during the interviewer. Check if the seat&nbsp;is&nbsp;comfortable,&nbsp;the room is well-ventilated, the distance between him/her and&nbsp;you (the panel)&nbsp;is enough to hear each party&nbsp;properly.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Tip: Have a good starting question ready. Don&rsquo;t ask them about the&nbsp;details&nbsp;that won&rsquo;t&nbsp;apply&nbsp;to the job&mdash;better yet, ask them about 3 specific projects/activities that can highlight what skills and knowledge can help them be valuable in the role.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Tip: Give the interviewee a head&rsquo;s up that you might interrupt on some occasions when they speak. This is to make sure that you can probe better and that they don&rsquo;t perceive it to be rude.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Tip: Practice reflective listening. Interviewees give more information when they see that you&rsquo;re listening and being empathic.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Tip:&nbsp;Leave enough time for the scoring and the discussions.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Tip: Review how the panel performed. Did we ask the right questions? What question&nbsp;really hit the spot?&nbsp;</li>
</ul>
BEST MOMENTS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">&ldquo;Past behaviour is a good predictor of future behaviour.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">&ldquo;First impression is very important.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">&ldquo;Your previous knowledge of a candidate must not be used&nbsp;in an interview.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">&ldquo;It&rsquo;s not just the cost of pulling managers to sit on panel or to run a selection of interviews; it&rsquo;s the cost of the organisation&nbsp;making the right decisions.&rdquo;&nbsp;</li>
</ul>
VALUABLE RESOURCES&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">I4 Training Services -&nbsp;<a href="http://www.i4trainingservices.com/">www.i4trainingservices.com</a>&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Join the HR Uprising Linked In Group here:&nbsp;<a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a>&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1"><a href="https://hruprising.com/">https://hruprising.com</a>&nbsp;&nbsp;</li>
</ul>
ABOUT THE GUEST&nbsp;
Jo has 18 years&rsquo; experience working in the pharmaceutical industry in sales, training and management positions. Since 1997&nbsp;she has been involved&nbsp;in the delivery of tailored training programs to staff working within a range of industries.&nbsp;
She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in&nbsp;Interview skills, from the perspective of both candidate and panel interviewer member.&nbsp;Besides&nbsp;team building sessions, she&nbsp;regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most&nbsp;frequently booked workshops is Effective Interview Skills and she&nbsp;regularly coaches candidates preparing interviews. She&nbsp;is delighted&nbsp;that her current success rate is running at 85% for 2019!&nbsp;&nbsp;
ABOUT THE HOST&nbsp;
Lucinda Carney&nbsp;is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked&nbsp;closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to &lsquo;rise&nbsp;up&rsquo;&nbsp;together.&nbsp;
&ldquo;If you look up, you rise&nbsp;up&rdquo;&nbsp;
CONTACT METHOD&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Join the LinkedIn community -&nbsp;<a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Email:&nbsp;<a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Linked In:&nbsp;<a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Twitter: @lucindacarney&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Instagram: @hruprising&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Facebook: @hruprising&nbsp;</li>
</ul>

Welcome to the HR Uprising Podcast.

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals. HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. Hosted by Actus CEO Lucinda Carney a Business Psychologist; Chartered Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that our shows are both informative and fun.
The HR Uprising Podcast is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value. You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here:                                                                                                                                      Join the LinkedIn community: https://www.linkedin.com/groups/13714397/ LinkedIn: https://www.linkedin.com/in/lucindacarney/
Instagram: @hruprising Facebook: @hruprising  X (Twitter): @hruprising YouTube: @ActusSoftware   

Lucinda is the founder and CEO of Actus Software, which offers a fully integrated HR solution designed to simplify performance management. Our comprehensive Performance, Learning, and Talent Suite enhances employee development and engagement. For more information, please visit our website at www.actus.co.uk and request a free demo from one of our HR experts. Our products include: Performance Management, Learning Management (LMS), Talent Management, 360 Feedback and Survey, Onboarding, HRIS and HR Compliance. 

Connect with Actus here:LinkedIn https://www.linkedin.com/company/2400060/admin/dashboard/
Instagram: @actussoftware Facebook: @actussoftware YouTube: @ActusSoftware X (Twitter): @ActusSoftware
Lucinda also offers bespoke, high quality HR training through Actus’ learning solutions. Topics include: Dealing with Underperformance, Managing for High Performance, Change Superhero Training and Bite Size Training. For more information see the Training section on the Actus website.

Welcome to the HR Uprising Podcast.
This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&amp;D professionals. HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. Hosted by Actus CEO Lucinda Carney a Business Psychologist; Chartered Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that our shows are both informative and fun. The HR Uprising Podcast is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value. You can access more information on each Podcast including resources or links mentioned in the show at our website <a href="http://www.hruprising.com">www.hruprising.com</a>. If you are a forward-thinking HR; L&amp;D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.
Connect with us here:                                                                                                                                      Join the LinkedIn community: <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a> LinkedIn: https://www.linkedin.com/in/lucindacarney/ Instagram: @hruprising Facebook: @hruprising  X (Twitter): @hruprising YouTube: @ActusSoftware   
Lucinda is the founder and CEO of Actus Software, which offers a fully integrated HR solution designed to simplify performance management. Our comprehensive Performance, Learning, and Talent Suite enhances employee development and engagement. For more information, please visit our website at www.actus.co.uk and request a free demo from one of our HR experts. Our products include: Performance Management, Learning Management (LMS), Talent Management, 360 Feedback and Survey, Onboarding, HRIS and HR Compliance. 
Connect with Actus here:                                                                                                                                  LinkedIn https://www.linkedin.com/company/2400060/admin/dashboard/ Instagram: @actussoftware Facebook: @actussoftware YouTube: @ActusSoftware X (Twitter): @ActusSoftware Lucinda also offers bespoke, high quality HR training through Actus’ learning solutions. Topics include: Dealing with Underperformance, Managing for High Performance, Change Superhero Training and Bite Size Training. For more information see the Training section on the Actus website.

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