Most people learn to interview by watching others or constant practicing. Learning the basic concepts and practicing is. Before scheduling interviews, you should make sure you are prepared.

3.  Identify your questions
◦ Select the questions that will gather all the
information you require
◦ Select question that work with your interview style
 Anticipate their questions
◦ Think of answers for any question that may arise

4.  Know the job description and other job
information
◦ Know the official job title
◦ Understand the duties of the job and how it fits into
the organization
◦ Understand the skills and competencies that will be
required of the candidate
◦ Know the salary, benefits and compensation

5.  Review Resume
◦ Review their educational background
◦ Review their work history
◦ Review the dates of the work history
◦ Identify any concerns that need to be explored

6.  Get acquainted
◦ Introduce yourself and identify your position
◦ Ask the candidate their name

7.  Build rapport
◦ Be on time
◦ Put the interviewee at ease
◦ Greet the candidate with a firm, friendly handshake
◦ Set the tone with your voice inflection, gestures and
facial expressions
◦ Use neutral terms and non-threatening mannerisms
and body language

8.  Explain the procedure that will be followed
◦ Explain the purpose of the interview to allay the
candidates fears and apprehension
◦ Identify the length of time required
◦ Allow an opportunity for their questions

9.  Gather the information
◦ Needed to determine candidates suitability for the
job
◦ This is the assessment period

10.  Use appropriate questions, pertinent
responses
◦ Good questioning is a four step process that
involves:
◦ Ask a question
◦ Receive the answer
◦ Evaluate the answer
◦ Record the response

11.  Monitor verbal and non-verbal body language
◦ Listen carefully
◦ Keep an open mind
◦ Compare the accuracy of responses to previous
answers

12.  Take notes
◦ Summarize the key points
◦ Notes should be factual, objective, concise, clear
and complete

13.  Encourage the applicant to ask their questions
◦ Open the floor for the candidate to ask question
◦ Allow enough time for the candidate to ask these
questions
◦ Address all their concerns
 Further assess the applicant’s values
◦ Ask some final question like
“What are you proud of that we did not talk about?”
“When you consider all of the things we talked about,
what did we not discuss that you think we should
have?”

14.  Sell the applicant on the company and the job if
appropriate to do so
◦ Caution around saying anything that could be
misconstrued as a job offer
◦ Keep them interested until final decision can be made
 Identify when you expect to make the hiring
decision
◦ Provide them with a date they will hear from you
◦ Tell them you will contact them either way
 Thank the candidate
◦ Ask the candidate to confirm their contact information
◦ Thank them for their time and ask them not to discuss
the details with anyone

15.  Record your impressions
◦ Make final notes of verbal responses
◦ Summarize your impressions about non-verbal
responses
 Make your decision based on the best
candidate for the job
◦ Trust instincts but verify with responses
◦ Compare the candidates responses to the skills and
competencies you require

16.  Consider all factors
◦ technical skills, attitude, aptitude, leadership,
motivation and fit with the company
 Complete an interview evaluation
◦ Use a scoring rubrics
◦ Compare the scores with the impressions

17. This is part of an on-line course
“Recruiting, Interviewing, Selection & Performance Review”
REGISTER ON-LINE
http://better-business-solutions.teachable.com

18. Better Business Solutions
better.business2@yahoo.com
http://better-business-solutions.teachable.com