Interviewer Tips

It takes practice, skill ands patience to become a great interviewer

1
Prepare by conducting a “job analysis”

Interviewers should consult with at least one “Subject Matter Expert” to generate a specific list of the most important aspects of the job and what is required to perform it successfully. Not only will this make the interview more relevant to the job, but job candidates and interviewers will also view the interview more positively.

2
Prepare questions in advance

An interview format in which all job candidates are asked the same specific questions further ensures that information obtained from candidates is relevant and comprehensive. This method also helps avoid irrelevant content. Asking uniform questions makes candidate responses more directly comparable.

3
Prepare to be flexible

What if the interviewer asks a pre-developed question, but the candidate doesn’t provide enough information? Interviews that simply move on to the next question at this point, without leaving room for follow-up questions often do not collect enough information from candidates. Furthermore, both job candidates and interviewers perceive this format more negatively.

4
Ensure the interview isn’t too short or too long

Since it is important that all candidates get the same opportunity to answer the same questions — without feeling rushed — it is generally best to limit the number of interview questions. A good rule of thumb is to ask no more than four to six questions in a 30-minute interview, and no more than eight to 12 questions in a one-hour interview.

5
Focus on the interview during the interview

Despite what some experts recommend, the evidence suggests that soliciting candidates to ask questions too soon reduces the interview’s reliability. Candidates should only be solicited to ask questions after the conclusion of the interview, allowing engagement on a more personal level.

6
Include more than one interviewer

The use of multiple interviewers greatly increases the reliability of the process. Different interviewers in separate, subsequent interviews are more likely to agree on the right candidate.

7
Take detailed notes:

Note taking creates a professional atmosphere for the interview and makes a candidate feel respected, listened to and encouraged. And since human memory is limited, most interviewers can’t remember every candidate’s answer to every question. Making a set of specific notes for each interview also allows interviewers to be specific about why they came to certain conclusions about candidates.

Download Interviewer Other Tips

Basic & Competency Based Sample Questions  Avoiding Inappropriate Questioning

“I’ve used EJC for a few years now. I always know what I’m getting with Peter and his team, whether it’s a senior or a junior hire. They are professional, friendly and have a fantastic network of contacts.”

- Head of Talent Acquisition, Long-Only Asset Manager

“As someone who has worked on in finance for many years, Helen understands our business needs immediately, which is rare in recruitment. She doesn’t waste my time with unsuitable CV’s as she has a thorough pre-screening process that produces a focused list of great candidates. “

- Risk & Compliance MD, Long- Only Asset Manager

“It took quite awhile to find my current role and I was in contact with a lot of recruiters. There’s a wide variation in quality but what I liked about Hannah was she didn’t over-sell positions – she told me why I was unsuitable, took a real interest in me as a person and called me when she said she would. She found me this great job and now I’m hiring people for my team through EJC.”

- Candidate, Client Services Manager

“A very professional outfit with an impressive client list and a real know-how in combining the right candidate with the right position. I would not hesitate to recommend EJC to anyone either looking for employment or looking to hire.”

- Candidate, Business Development Director

“I have had to deal with numerous agencies over the past few years – but coming across EJC has been a breath of fresh air. As a candidate I felt very well looked after and represented and within three weeks of first sending my CV to them I now find myself signing on the dotted line at a large CTA manager.”

- Candidate, Quant Analyst

“Recruitment in the alternative industry is phenomenally competitive – especially for junior hires and EJC really helped me kick-start my career. There are many preconceptions about hedge funds but they helped me understand the structures of the businesses and which roles would best suit my competencies. They were very professional, knowledgeable and provided me with valuable support throughout the recruitment process. I would highly recommend them as professional head-hunters.”

- Candidate, Graduate – Junior Sales

“Over the years I have used Peter’s recruitment services as a candidate and a client. I can say wholeheartedly that he excels in both. He’s a rare breed of recruiter as he actually listens to his clients and never makes a promise on which he can’t deliver. Peter represents many leading UK and European asset managers and I wouldn’t hesitate to recommend him to anyone thinking of a new role or indeed looking to source staff for a position.”

- Client & Candidate (Portfolio Manager)

“Brad is an extremely knowledgeable consultant with a strong network of contacts that he is able to leverage. He is results orientated whilst not losing his personal approach. Brad asks the right questions at the right time, listens to the information we release to guide him and provides high quality candidates. He is often the first specialist I consider talking to now and we have only partnered within the last few months.”

- Resourcing Specialist, Ratings Agency

“EJC are always be the first recruiter I use. They are a pleasure to work with, not least because EJC takes a genuine interest in my business and the qualities and character of the people I need to hire. I get good people through EJC because they find motivated people who want to do the job, not just move elsewhere for a pay rise. They are always on top of the process and are energetic in obtaining and analysing feedback.”

- MD, Investment Consultancy

“EJC helped us in sourcing some of our key investment professionals. Rather than dealing with the commission driven, one size fits all service of larger recruiters, we appreciated the tailored and focused approach provided by EJC. Their intimate knowledge of what the hedge business is about allowed them to target a small number of high quality individuals for each role. This left us confident that the short list provided were all possible hires for us, therefore saving us the time and money.”

- CFO, Newly launched HF