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• Give them an honest overview of what it’s going to be like working at RRP, i.e. takes
the approach of “a typical day in the life of a RRP employee will be …..”

• Ask the candidate if they have any questions or anything else they would like to
know about the company, the role, etc.

• Inform the candidate that online testing may be required

Interviewers Hints & Tips

Every candidate will differ (just as no interview will be exactly the same as another) but
you should follow a similar ‘formula’ for each interview, so that important aspects are

covered in a timely manner. There are a couple of key things to remember when

conducting interviews as a best practice process:

Do:
• Remember, you will generally be the first person a candidate has physically met (as

the majority of first interviews will have been conducted over the phone) – you are
the public relations face of Recovery Partners.

• Treat others as you would like to be treated – not only it is RRP as a company you

represent, but your own name and reputation in the industry.
• Ask the candidate one question at a time, instead of multiple questions in one.

• Observe the candidate’s body language – this is as important as what they say.
• Avoid leading questions which imply the correct answer.

• Let the applicant do most of the talking and listen carefully to their responses.
• If you don’t feel that you have quite understood or have a clear picture of an

example a candidate has provided, don’t assume and do probe for further

information, i.e. “could you tell me more” or “then what happened”, etc.
• Keep the conversation under control and try not to let answers become too long

winded or get off track.

Don’t:

• Do not ask any questions related to sex, race, age, marital and family status
(including carer’s responsibility), disability or medical background, political beliefs,

transgender, relatives, religion, hobbies, etc. – these are deemed to be
discriminatory under EEO laws.