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How to Interview Job Applicants
The interview is typically the most important aspect of the hiring process. It helps you gather more in-depth information about a candidate, gauge how he or she might fit within the company and ultimately decide if the person is right for the position. You'll likely be working closely with this person, so it's important to choose wisely. Even if you won't be, your choice of employee is still a reflection on you as a manager.
- Preparing
Often times more goes in to the preparation than the actual interview itself. Start by scheduling the interview at a time or in such a way that you won't be bogged down by unnecessary interruptions or distractions. Try to arrange for the interview to take place in a conference room or some other location where you can better focus your attention on the candidate.
If you?re scheduling an interview, then you've already read through the candidate?s resume and cover letter. Nonetheless, take some time before the interview to brush up on and familiarize yourself with the candidate?s qualifications and experiences. You may also want to do a short review of the job description.
- Conducting yourself
How you conduct yourself during the interview can have an effect on how the candidate will conduct himself or herself. It can also affect whether or not good candidates actually want to accept the position. If you appear rigid, rude or altogether unfriendly, candidates will feel uneasy and possibly even more nervous than they ordinarily would. By putting the candidate at ease from the very beginning, you?ll create a more comfortable atmosphere and likely elicit more thorough, honest responses.
When the candidate arrives, be warm and welcoming. Introduce yourself and set the tone with some harmless small talk. Throughout the interview try to maintain eye contact and show that you are listening. Avoid checking your watch, yawning or appearing bored.
- Asking questions
Every candidate should be asked the same core questions. By asking the same questions, you'll be creating a basis for comparison between various candidates. This doesn?t, however, mean that you can?t ask differing follow-up questions. In fact, you should. This will help you focus in on each candidate?s unique qualifications and experiences. Ask open-ended questions that elicit detailed, real-life responses. Get candidates to describe situations they?ve been in that relate to the position. Ask them to give specific examples and assure them that it's OK to take their time.
While you're asking questions, make sure that you take good notes on the responses. Document verbal and non-verbal responses, as well as your own thoughts and reactions.
- What to look for
The most important thing to gauge during an interview is whether or not a candidate will be a good fit for the position, which is the purpose of the question and answer portion, but there are also many non-verbal cues you should look for. Analyze things like style of dress, hygiene and grooming, or mannerisms, demeanor and poise. Is the candidate prepared and eager or unprepared and lethargic? Is he or she polite or standoffish? Body language can provide many indicators of a person?s personality, character or professionalism.
- Ending the interview
When you've finished asking all of your questions, encourage candidates to ask questions of their own. Be open and up front about anything that a candidate may have on his or her mind regarding the position. Both parties should be able to leave the interview with a good sense of the potential match between them. Thank the candidate for coming and then walk him or her to the door. Before you say your final farewell, however, be sure to let the person know what the next steps are and when you expect to have a hiring decision.
