| The interviewing process can be extremely stressful | | | | as many notes as you need as this will help you |
| for all parties involved. While there is no exact | | | | more accurately remember each person later when |
| science to selecting the right candidate to fill a | | | | comparing applicants. It will be very difficult to |
| position within your company, there are some simple | | | | remember each individual after the interviews have |
| steps you can take to narrow down the search. | | | | concluded, so you may want to write a brief |
| You should always be prepared in advance for an | | | | summary right away or come up with a rating |
| interview. You should be familiar with exactly what | | | | system to help narrow down the results more |
| the job requirements are, what responsibilities the job | | | | efficiently. |
| entails, the salary that will be offered, and any other | | | | Always look and act professional during an interview. |
| pertinent information regarding the job itself. You | | | | If the applicant feels as though he/she cannot take |
| should then learn as much about the applicant as | | | | you seriously, the interview will be of no benefit to |
| possible prior to the interview, review the resume, | | | | anyone. Always dress appropriately, and be prepared |
| and prepare a list of questions. This list should consist | | | | to answer questions about your company as well as |
| of both standard questions and specific questions. | | | | provide all necessary job information. Attempt to |
| These questions should include prior work history, the | | | | make the candidate feel at ease so that he/she will |
| candidate's aptitude, and particular skills needed for | | | | be more likely to speak freely. Try to avoid |
| the job position. This information can later be used to | | | | dominating the conversation; one tool many |
| compare applicants. Always set reasonable time limits | | | | interviewers use is the "80/20 rule". This is when the |
| for interviews and specific meeting times. Any | | | | interviewer talks 20% of the time and the candidate |
| references supplied on a resume should also be | | | | talks 80% of the time. |
| checked prior to beginning the interview. | | | | Treat each candidate equally, fairly, and courteously. |
| It is very important to collect as much relevant | | | | Use your list of standard questions for each |
| information about the candidate as possible during the | | | | candidate, and give each person the same amount of |
| interview. Let the candidate talk freely when | | | | time during the interview process. Always keep all |
| answering questions and try to avoid leading him/her | | | | questions job related and never ask any discriminating |
| in the direction you would like the answer to go. Find | | | | questions. Many companies have at least two people |
| out as much as possible about the applicant's prior | | | | conducting all interviews so that other opinions can |
| work history, as past performance is a good indicator | | | | weigh in on the best possible candidate for the |
| of future performance. | | | | position. Be respectful and show an interest in each |
| Ask well thought-out questions that will require some | | | | person. If the interview takes an unexpected turn, |
| contemplation by the candidate and will give you | | | | conclude it early, but do not engage in an argument |
| some insight into his/her thoughts and standards. | | | | or other inappropriate behavior. Conclude each |
| Determine if the person has a positive attitude, is a | | | | interview by thanking each applicant for his/her time |
| self-starter, works well with teams, and if they easily | | | | and let him/her know when a response can be |
| complete tasks on their own. Pay attention to how | | | | expected. |
| well, and how easily the candidate answers and | | | | When used efficiently the interview process is an |
| listens your specific questions. | | | | invaluable tool. Utilizing these guidelines can help make |
| Be aware of what questions the person asks you, | | | | selecting the right candidate for your company a little |
| especially the first few questions, as these are usually | | | | easier and less nerve-racking for everyone involved. |
| the areas he/she is the most concerned with. Take | | | | |