How to be a good interviewer
Being a good, effective interviewer requires more than just having a charismatic personality.
Our Interviewer Reports provides strategic interview questions to ask candidates for conducting a competency-based interview or a follow-up exploration discussion. The reports summarise the key findings from the candidate’s personality profile, allowing you to build a more well rounded view of their strengths.
Interviewer Reports can be used in conjunction with Clevry's candidate matching facility to offer insight into the extent to which their personality attributes are suited to the role.
Designed for use by recruiters, line managers, and HR and L&D professionals. The Interviewer Report can also be used by managers and coaches in the context of development planning, although the Clevry On-boarding or Personal Feedback Report may be better suited for these purposes.
All Clevry reports have a page dedicated to ensuring users fully understand the background and purpose of the report, how to correctly interpret the results it presents, the conditions of using the report and where further information can be found about the candidate.
Contains tailored advice on how interviewers can adapt their approach to minimise the effects of any self-presentation attempts which have been identified within the candidate’s questionnaire responses.
Provides scores along with a detailed narrative on the candidate’s performance on any ability tests completed.
Interview questions are included which are useful for exploring these results further and obtaining behavioural evidence of how they have demonstrated their competence in practice / past experiences. There is also a comprehensive overview of ability at work and how it impacts on performance.
There is one page for each competency heading in your personality questionnaire. Each page will focus on the two strongest elements of personality for each competency, and contain scores, a short summary about the scale, associated strengths and concerns, and of course, interview questions relating to their responses on the questionnaire.
Job matching descriptors are also included if you sued the candidate-matching function when you set up your questionnaire.