The job interview is the world’s most popular employee selection device. But, it has, for many years received much scrutiny regarding its effectiveness. Nonetheless, the interview is still the best way for an employer to gather information on a potential employee and vice-versa.
If you are wondering how to conduct a job interview, the following three steps will ensure a simple yet effective interview.
1) Review Your Interviewee Before The Interview
The interview should really be your second or third step in your employee selection process. By the time a potential employee is eligible for an interview they will have already submitted an attractive resume, and possibly passed a phone or group interview. It is not recommended to do cold interviews; it is a poor use of time.
So if you are about to conduct an interview, review the information you have already compiled about the individual before hand. That being information from a resume or a phone or group interview.
2) Have A Plan
To ensure good use of both your time and the interviewee’s time, an interview should be well planned. Compile a list of necessary questions and topics for discussion beforehand. A good method for compiling a quality list of questions and discussion topics is to write down your desired outcome first, and then develop questions that will get you to your desired outcome.
Here are some sample interview questions:
- What is your ideal job and work environment?
- Are you used to working with tight deadlines?
- Where do you see yourself in three years?
- Are you used to a team play?
- What is your biggest career accomplishment?
- What motivates you?
- Do you have experience in any business-related visionary type roles?
- Do you feel that you have leadership qualities?
- What are you passionate about at this point in your life? How is that passion realized in your work?
- Which areas of what you do would you like to improve on?
On a scale of 1-10, what would you rate yourself in the areas of efficiency and time management?
- Are you comfortable with client presentations as well as client management in general (if need be)? Why? What do you like or dislike?
3) Create A Post-Interview Summary
It is important to create a post-interview summary. If you are conducting more than one interview you will start to forget details. A post-interview summary will serve as a great reference when making your final recruiting decision.
Here is a list of post-interview items you can rate on a scale of 1-5. Also include a section for additional comments:
- Previous Experience 1-2-3-4-5 Comments:
- Neatness/Grooming 1-2-3-4-5 Comments:
- Communicating 1-2-3-4-5 Comments:
- Interpersonal Skills 1-2-3-4-5 Comments:
- Adaptability 1-2-3-4-5 Comments:
- Maturity 1-2-3-4-5 Comments:
- Emotional Stability 1-2-3-4-5 Comments:
- Leadership Potential 1-2-3-4-5 Comments:
- Ability To Work With Others 1-2-3-4-5 Comments:
- Planning/Organizing 1-2-3-4-5 Comments:
- Attitude toward Work 1-2-3-4-5 Comments:
- Realistic Expectations 1-2-3-4-5 Comments:
- Overall Impression 1-2-3-4-5 Comments:
Good luck with your interviews. A little forethought, an interview plan, and a post-interview summary will get you a simple and effective interview.