Is it good practise to have a list of questions when interviewing someone?

[KatyMac]

Or can I kinda 'wing it'

I get so flustered if I have to read

How an I sort it out?

I generally pick up on things said or unsaid to make my next question

I end up waffling about how hard it is to work for me

Can anyone sort me out?

How about some bullet points jotted down to make sure you cover everything?

I guess

I think the ability to work with the other members of the team is more important than any skills as such

But I suppose literacy, numeracy & IT skills are fairly vital

I feel such a pratt when interviewing

I have been interviewing this week. I didn't have anything written down, just the person's CV. Basically we told them a bit about the company, a bit about what the job would entail and then asked them to tell us why they wanted the job and to talk about their latest job. Then I picked up on things they said and asked them more. I did have a few basic questions in my head I suppose.

Seemed to go ok in general but I have no idea if this is the right approach!

If you are concerned about literacy, numeracy etc - why not set them a small test? I have done this before (accounts) and it really sorts the men from the boys iykwim!

If you're interviewing several people on the same day, it helps to have a core list of points you want to cover to have some kind of standard against which you're measuring them all, rather than ending up asking them all totally different things and not really being able to compare them by the end. Can also make it easier to give feedback to successful and unsuccessful candidates if that's something you're offering after the event.

Do they stress you out or are your quite calm about it?

Literacy & numeracy (& IT) aren't really something you look for in a childcare worker (generally) but I am hoping to palm pass some admin on to this person

I hate interviewing

you should really have a list of questions and ask them all to each candidate - that's the only way you can be sure you're giving each an equal and fair chance.

it's also the only way to prove that you've been fair and equal if any of the unsucessful candidates were to accuse you of some kind of bias or prejudice.

I do have bias (& probably prejudice too)

If I like someone they are far more likely to get the job

good point - obviously I am far too haphazard. Although I did basically ask for the same information from each person.

I do a mix. Part of my job involves managing a team of people who all do the same type of work, and when there is a vacancy we tend to get a certain type of applicant.

There's a lot to be said for playing it by ear and going with the flow. But having about 3 standard "tricky" questions helps sort out some likeable people who don't have the competencies or attributes we need. Over time it really helps determine whether someone is up to scratch - I have been asking people these questions for 3 years now. And it does offer some protection against discrimination claims.

Why don't you just ask them what star sign they are and if it's compatible with yours then - bingo! they've got the job...

Nothings compatible with me - I'm Taurus (stubborn selfish & bad tempered) & DH is Virgo (very OCD)

It's impossible to work with both of us

I've been trained to formulate list of questions, based on the requirements for the job, and mark each candidate against the answers they give to each one. Then add up the marks, which should be a strong guide towards who to appoint.

Most places (I guess larger places) have to do all the competancy based interview stuff now...

be happy you don't have to mess around with all that!

I think it is a good idea to have at least a couple of questions you ask the same - so that you can say why you chose one person over another in the unlikely event anyone asks.

I was being facetious.
But would love to know if anyone will own up to being influenced by star signs in an employment situation.

If you want to make sure you treat everyone fairly, I would think you should ask them all the same basic questions but allow for a conversation to develop within that framework,IYSWIM.
The questions should be ones that tell you whether the person has the skills and qualities you want - things you haven't been able to glean from the application alone.

It is so hard tho'

I get off track and then end up gossiping

I think I need someone else to do it for me

yes it is good practice

Stuff like?

What experience do you have of working with children?
? How long?
? What ages?
? In what capacity?

How would you assess your
? literacy skills
? numeracy skills
? IT Skills ? Word, Excell, website design

Knowledge of
? Safeguarding children
? EYFS
? Confidentiality

Views on
? Excellence
? Behaviour Management

Trial period

Induction

Hours & pay

Uniform

What have I forgotten?

When I used to interview student volutneers I ranked them 0,1,2,3 on a list of things. Any 0s meant an automatic no, too many 1s rang alarm bells, we were looking for solid 2s and occasionally we got 3s (exceeds expectations)

We didn't do it on total points because we found someone could have a lot of 1s and a few 3s which added up to more than 2s so we said the median had to be a 2.

Get them to describe themselves in 3 words and make them justify it.

Ask about planning/following activity plans. Give them a plan and ask them to adapt it so a child of a lower age could join in/for a particularly advanced child. That should test their theoretical knowledge to.

I would get them to give examples. If you have their CV, work through that. What did they like about their last job? What didn't they enjoy so much? Give an example where you've worked with someone else to find a solution to a problem or whatever.

That's the sort of thing I ask in interviews (although not for childcare). But presumably you'd want to know things like how they would deal with children not getting on or a difficult parent or something? Or are they not that experienced?

Open questions where they can start talking will be more relaxing for you and them. Also, remember they're more nervous than you are!

Bah, hit post.

My advice would be to make a grid with your basic competencies on it. Whether you assess that from CVs, from conversation or from direct questions doesn't matter but it will give you an idea of how candidates compare with each other.

Have 3 standard formal questions you will directly ask all candidates eg. adapting a plan, resolving a dispute with a fellow member of staff and a child protection issue. Make brief notes on any answers, again to compare later.

How many are you interviewing?

If you want a guinea pig then e-mail interview me - send me a list of qs, I'll answer them as if I was applying for your job (CMing assistant, yes?) and you can see if you've covered everything. english governess at gmail dot com

No-one ......so far I am panicking in advance

Pre-emptive panic is good - am using your e-mail as a way to procrastinate from my OU assignment