Running interviews can sometimes feel like starring in your own detective series. At the same time, you’re trying to read between the lines, catch inconsistencies, and, ultimately, figure out if the person in front of you is genuinely the right fit—or just really good at talking about themselves.
The good news? You don’t need a two-hour interrogation or a magnifying glass. With the right approach, you can spot a strong candidate in as little as 15 minutes—while staying fair, professional, and fully compliant with South African labour standards.
Here’s how:
1. Start With a Clear Job Profile
Before you even sit down, first make sure you know exactly what skills, qualifications, and values you’re looking for. Then, a structured interview based on a well-defined job description keeps things consistent and legally defensible.
2. Ask Behavioural Questions
Instead of asking, “Are you a team player?”—which everyone will say yes to—try this instead:
“Tell me about a time you worked through a difficult deadline with a team. What was your role and what was the result?” Because real examples reveal far more than theoretical answers.
3. Focus on the Essentials
In those first 15 minutes, make sure to look for a few key things:
First, relevant experience.
Next, cultural fit with your business.
Then, problem-solving ability.
And finally, strong communication skills.
4. Take Notes and Stay Consistent
Ask every candidate the same key questions and jot down their answers. This creates a fair process that aligns with the Labour Relations Act and protects you if there’s ever a dispute.
5. Trust but Verify
Even if someone impresses you at first, you should still always follow up with proper reference checks and qualification verifications. After all, a confident answer in the room isn’t proof—they still need to back it up.
Remember, the goal of an interview isn’t to “catch someone out.” Instead, it’s to find someone who can actually do the job and grow with your business.
At TeamMaster HR, we can help you design structured interview guides, shortlist only pre-vetted candidates, and even provide video responses to your top five role-specific questions—saving you time and keeping your hiring process legally sound.
📩 Ready to interview smarter, not longer? Let’s chat and get your next hire right—no crime drama required.
