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Effective Interviewing Tips For Employers:

1. Definition of interview and types   

An interview is an exchange of information between two or more     people                        

Usually the purpose of the interview will give you an idea of what type to have.  There are essentially two types of interviews in the employment process:

a. Screening interview:

Seeking basic information about applicant (i.e. do they have the minimum knowledge, skills, abilities; salary requirements, relocation preference, etc) or the applicant seeking about organization and specific job duties. Can be done informally by reviewing application or resume, by telephone, teleconferencing, or brief face-to-face interaction. A "go" or "no go" situation for further consideration. This type interview can be structured and even performed by a clerk or human resources assistant with responses properly documented.

b. Employment decision interview:

This type interview is usually the second step after the screening interview and is done either by or with the human resources manager and the decision maker (i.e. Division head, supervisor, etc)

2. Process of Interview:

In either type of interview the following process should be used:

Prepare/Plan:

Prior to go to the interview, preparation and planning is crucial for a successful interview.

1. The interviewer should possess a wide range of qualities including:

a. Alertness

b. Ability to make fine distinctions

c. Ability to make fairly good estimates without benefit of special instruments

d. Accurate perception

e. Free of prejudice and/or habits of interpretation

f. Serene outlook

2. Determining the "fitness" of the applicant to the job is one of the most important objectives of the interview. In addition, to this assessment, a successful interview should also include the giving the applicant  information about the job and the working conditions in the organization so that they may make a good decision as well, benefiting both.  The interviewer should try to obtain whatever job related evidence the candidate can provide to show their fitness to perform the job successfully. 

3. Choose a quiet place for the interview, one that is free from interruptions including telephone ringing.

4. Review the job description, become familiar with duties, responsibilities, and requirements of the job.

5. From this job description, extract six to eight of the critical tasks of the position. Based on these critical tasks, you should be able to identify the more important qualifications for the job, and then determine how you will measure those qualifications through the interview process.

6. Set your minimum limits and then consider them carefully.  For example, is a high school education necessary for satisfactory completion of the duties?  Why are you asking for a high school education? Consider each standard and be able to justify your choice.  BE SURE THAT YOUR MINIMUM STANDARDS ARE BASED ON TRUE NEED...NOT BIAS.  OTHERWISE YOU MAY LOSE THE OPPORTUNITY FOR A QUALIFIED, STABLE EMPLOYEE.

7. Review the applicant's resume, application, and/or letter.

8. Prepare a list of job-related questions to be asked during the interview.

9. Decide on 10 to 15 general and specific job-related questions you plan to use during the interview. Transfer these questions to an interview form so that you will ensure that you ask the same questions to all candidates.  This will also allow you an opportunity and place to place comments on each interview when completed and then be able to compare all interview results when last interview is completed.

10.  Do NOT make overall judgment based on some distinguishing pleasant characteristics  which is often called the "halo" effect.

11. Do NOT accentuate the negative.

12. Do NOT make irrelevant comparisons

Actively participate in the interview

I. Steps during the interview:

1. Put the applicant at ease

2. Ask general questions first, then specific job-related questions

3. Allow the applicant to talk freely and supply the information you need

4. Avoid giving reactions to applicant's comments

5. Discuss briefly the job duties

6. Do not ramble.  Allow the applicant to talk more than half the time.

7. Keep the interview, the applicant, and yourself on track! 

8. Be alert to glossed-over areas.

9. Avoid making moral judgments.

10. Avoid leading questions.

11. Let the applicant know when the interview is almost over sothat they can add further information.

See Tough Interview Questions for practice

II. The structure of  an interview may take different forms.  A sample structure follows:

 INTRODUCTION:

1. Type of interview

2. Clarifying purpose

3. Objectives

4. Making friendly introduction

5. Establishing rapport

II. BODY OF INTERVIEW:

Preparation:

a. Background on interviewee

b. Background on purpose/job

c. Controlling the interview

d. Analyzing the interviewee's position

e. Stating clearly one's own position

f. Listen carefully

g. Using interim summaries to consolidate agreement and to clarify

    misunderstanding

III. CONCLUSION:

a. Stopping on a positive note

b. Summarizing agreement

c. Concluding interview with mutual respect   

Investigate:

I. Things to watch out for:

a. Tone of voice

b. Eye contact

c. Body contact

d. Gestures

e. Facial expressions

f. Interruptions

g. Pauses

II. Review interview results, contact references and make any other checks deemed necessary.

Decide

I. Make concrete notes on each application (try to do this after the interview rather than during)

II. Analyze your information and personal reactions immediately

III. Check to see whether or not the information obtained during the interview was pertinent to the requirements of the job.

IV. After the last interview, compare your ratings and notes for each applicant and make your selection while the information on each applicant is still clear in your mind.

V. Retain the interview rating forms for each applicant.  This information may prove invaluable if your selection is challenged at some later date.

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