The keys to conducting a successful interview can be boiled down to the six actions described here.

1. Prepare in advance for the interview:

• Know the skills and abilities you're seeking in a candidate before you begin the interview. Review the job specifications and requirements that have been prepared.
• Know the job and its responsibilities. Review the job description.
• Prepare a list of standard questions concerning the candidate's skills, abilities, and past work performance that you want him or her to answer.
• Prepare a list of prioritized and measurable criteria, either in the form of a worksheet or other method, for analyzing and comparing the candidates.
• Review the candidate's résumé prior to the interview.
• Set specific appointment times and reasonable time limits for the interview.
• Be prepared to justify the use of any required employment test. Typically, the most legally defensible tests are those that involve a piece of the job.

2. Collect pertinent information during the interview:

• Since past behavior predicts future behavior, look for the candidate's behavior patterns as you collect information. For example, has the candidate enjoyed big picture work, or detailed analysis? Is he or she more of a generalist or more of a specialist? By listening to how the candidate responds to your questions about previous jobs, you will be able to get a very good idea of what their behavior will be like in the future.
• Try not to offer too much detailed information up front so that the candidate will be able to formulate answers that exactly fits your company's needs. Don't put the right words in his or her mouth! Remember, the candidate (hopefully) wants the job and will be looking to say the right thing to impress you.
• Ask questions that focus on the candidate's past performances. For example, if the job, such as an office manager, demands an individual who is well-organized and handles paperwork easily, you may want to ask, "How do you keep track of your own schedules and desk work in your current position?"
• Ask specific, structured questions in regards to specific problems that the jobholder may face. Focus on past behavior and the results of the candidate's actions in a particular situation. For example: "As the customer service representative, you may encounter a few unhappy campers who will yell and scream at you over the telephone or in person. Have you had any experience dealing with difficult customers? Who was the most difficult customer you had to deal with? What was the situation? How did you resolve the problem?"
• Notice how well the candidate listens and responds to the questions asked.
• Note the candidate's choice of words and non-verbal behavior. Are they answering your questions clearly?
• Listen to the questions the candidate asks. Clarify the reasons why the questions are being asked. Notice which questions he or she asks first, as they may be his or her primary concerns.
• Take detailed handwritten notes concerning job related topics that will help you distinguish the candidates from one another (especially if you will be conducting several interviews). Help yourself remember each candidate and each interview clearly.
• Record information pertaining to the set criteria that will help in the evaluation of candidates.
• Organize and analyze the information immediately after the interview when memory is fresh. Don't try to remember everything; that's impossible. One method is to rate each candidate on each of the criteria immediately following the interview.

3. Look and act professionally during the interview:

• Dress appropriately.
• Avoid appearing bored and fatigued.
• Set a businesslike atmosphere.
• Structure the interview and inform the candidate of the structure. Let the candidate know you will be focusing on past results and that you will be taking a lot of notes.
• Provide information on the company and the job to each candidate.

4. Treat all candidates fairly:

• Use your list of standard questions during each interview so that you treat the applicants equally and so you can compare apples to apples.
• Refer to the criteria for analyzing candidates. Ask questions in regards to the job criteria.
• Keep all questions job-related.
• Do not ask discriminating questions.
• Show a genuine interest in every candidate you interview.
• If possible, have at least one other person meet and/or interview candidates who are finalists. They should also rate the candidates on each of the criteria; ultimately, all interviewers should compare their ratings and discuss any discrepancies. Having more than one interviewer helps control personal biases.

5. Be courteous and respectful:

• Conduct the interview in a private place away from distractions.
• Begin the interview on schedule.
• If possible, conduct the interview without interruptions.
• Allow sufficient time for the interview.
• Appreciate the candidate's accomplishments.
• Do not patronize the candidate.
• Do not argue with the candidate.
• Thank the candidate for his or her time and interest. 

6. Facilitate open communication:

• Immediately attempt to establish a rapport with the candidate by breaking the ice. For example, referring to the resume, ask about the candidate's experiences in a particular industry or geographical location.
• Promote a relaxed environment with free-flowing conversation.
• Do not dominate the discussion by talking too much. Many experts use an 80/20 rule-you talk 20% of the time and the candidate talks 80% of the time.
• Politely probe the candidate for information by asking open-ended questions that will provide insight into the candidate's values and traits.
• Ask structured questions that will require some thought on the part of the candidate.
• Listen carefully to the candidate's answers. If they do not provide you with specific results, probe until they do.
• Explain the selection process to the candidate. Offer realistic time frames and stick to your word!

References:
• Small Business Administration

Featured Benefit Communication Learn how to utilize your internet connection to make local and long distance calls at no or low cost. Available in 28 languages, this service is used internationally by millions for calls, instant messaging, conference calling and more. > Learn More

Recommended Books