Establish rapport – to
establish an atmosphere of comfort and trust so that applicants feel as
comfortable talking about the negative aspects of their background as
well as the positive. The following are well-researched guidelines:
- Arrange to hold interview in a private room,
comfortable and sufficient heat, light, etc.
- A few simple courtesies such as shaking hands,
asking him or her to be seated or offer a tea or coffee
- Avoid interruptions during the interview as
this shows disrespect for the applicant
- Place chairs in an optimal seating arrangement
to insure candidate feels comfortable
- First names only, if possible! Generally,
recruiters are advised to keep any mention of titles out of the
introductions as it may cause a high degree of stress
Set the agenda – to ensure that the recruiter maintains total
control throughout the interview process. The following outlines the
purpose of doing this:
- It will relax applicants by letting them
know how the interview will progress, when they can ask questions and
how much time will be allotted for the interview
- In a friendly but firm manner outline the
purpose and procedure for the interview: “The purpose of this
interview is to evaluate your job qualifications for the vacant
position. In the next half-hour (or hour, etc.), I will be asking you
several questions about your skills, past experiences and academic
background. Then I will explain the specific position you are applying
for in more detail and describe our organization to you. Later on in
the interview I will give you an opportunity to ask questions which I
may not have already covered. By the way, I’ll be jotting down notes
as we go along.”
Gather Information: Behavioral and situational questions and
their responses with probes as necessary.
The Interview should be at least 30 – 45 minutes
in length. Management and executive interviews can be two or three hours
and may even involve more than one interview especially with non-panel
members, to probe their knowledge and philosophies.
The interview panel for positions below managerial level should have no
less than two people and preferably three. All members of the group
should be knowledgeable about the job description. The interview panel
for managerial positions to executive should have no less than three
people and no more than six.
Closing:
There are several important steps in the closing process. The
interviewer will want to summarize all that has been said so far,
and then give the candidate the opportunity to ask questions.
This is also a good time to make certain the
candidate is still interested, and tell them about the next steps
in the process. You will also want to let the candidate know you will be
checking references, and you may want to go one step further and have
them sign a reference check form stating you have permission to call on
former employees etc. As you conclude the interview, thank the candidate
for coming, shake hands, and escort him/her to the door of the interview
room or even to the door of the building.
DO NOT continue to ask interview questions
after the interview has concluded. |
