Sorry Claire,Didn't mean to offend, my comments were intended to be more general and not specific to you personally - apologies.My comment was based around people from the public sector generally. Knowing quite a few people who have worked variously in the Civil Service, NHS, Civic Centre, Transport and having had a tiny amount of experience in there myself, I would never even consider someone for interview, who had had many years of experience there.I would consider them too institutionalised and not experienced enough in 'real World' working, to really be able to fit in within an average commercial organisation.I feel sure that you will tell me that not everyone is like that and I would agree with that 100%. But when selecting candidates for interview from a pile of CV's, that would count against them, in my eyes.This does not mean that the candidates aren't good enough, or not suited to the job, or are not perfectly competant. Just means I wouldn't consider them.Appreciate if you do not agree with the why, but it is what I would do. I am sure there are plenty of others out there who would do the complete opposite. Again, sorry if my remarks caused offence.A large factor in interview technique is what sort of job you are looking for. I mostly interview for office based admin staff, of varying levels, although have been involved in more high powered interviews also.The former requires some basic skills, but I tend to look for a work ethic, positive attitude, communication skills, and team working. I need people to fit in and add value, so getting them to relax and talk about themselves is the best way. Having said that, I don't tend to use the formulaic methods that we are talking about, but make it clear that I want them to talk about themselves. The ball is in their court then. I do think that standard, set questions have their place, but I start that right from the off, "How was your journey?" "Have you come far?" If you can get someone to slip into an interview, without them even realising it, usually works well for me.Demonstrating skills is important too though: The last person I hired pulled out his laptop and gave me a quick demonstration of his Excel skills, in answer to my question about them. I was pleasantly surprised and despite spilling his glass of water at the outset of the interview, through nerves, relaxed sufficently and was offered the job.I will assume, if I may, that you hire for HR jobs, or are in HR yourself? From your third paragraph? I have no idea what 'diversity competancy' is and have to assume it's a Public Sector HR thing?I do actually agree with your points on problems with certain types of interview questions and so on and I am sympathetic to your general views on this subject. I am sure we can happily agree to disagree on others.Thanks.Asif
Asif Rana ● 4860d