Interviewing Applicants
Purpose of Process (see below how HRSource™ can help):
To maximize the collection of relevant information on candidates, and to help ensure that the best candidate is selected. Also, to generate a positive image of the company in the eyes of all applicants.
Recommended Steps in the Process:
- Plan for the interview with the hiring manager and
others who will interview candidates:
- Determine what skills, knowledge, and experience it takes to succeed in the job (List items that are measurable, observable, and task specific). Include these on the Interview Evaluation form.
- Develop a list of effective questions (specific, job related, requires a factual answer, and involves the candidates past work behavior) that will measure candidates' skills, knowledge and experience.
- Determine which interviewer will asks which
questions (to reduce redundancy)
- Review the resumes and/or application forms from all
the candidates for the position (see recruiting strategy development
process).
- Select the five to ten candidates whose
qualifications, most closely match the requirements of
the job.
- Request that the hiring manager select the top three
to five of the above candidates. Generally, three to
five candidates must be interviewed for each hire.
- Before scheduling the interview, consider contacting
the candidate via telephone to help ensure his/her
qualifications match the needs of the open position. A
"phone screen" is especially valuable if the candidate
lives outside the area, and must travel far for the
interview. Use the sample Phone
Screen form as a guide.
- Ensure that the interview environment is private and
free of interruptions (including telephone
interruptions). Allow adequate time for the interview
(30 to 60 minutes).
- Place the candidate at ease:
- Offer coffee, tea, water, etc.
- Inform the candidate of the interview schedule
- Invite the candidate to complete an application form (see sample) at a convenient time during the interview process (before, between or after interviews).
- Ask how the candidate learned of the opening (the answer can serve as the verification of an employee referral bonus).
- Walk through the resume with the candidate. Look for missing time periods.
- Determine the satisfiers and dissatisfiers of the
candidate (to better know how to sell the job to the
candidate). Typical satisfiers and dissatisfiers
are:
Satisfiers Dissatisfiers
Top company - leader in field Supervisor doesn't delegate well
Advancement Opportunity Lack of advancement opportunity
Pleasant working conditions
Compensation and benefits
- Watch for negative indicators, such as finger pointing at supervisor, excessive anger, too many dissatisfiers, money as a main motivator (unless the candidate is in sales or very lowly paid).
- If not indicated on the application form, ask the candidate for his/her salary history (especially last salary), salary requirements, and references.
- Sell the position and the company to the
candidate, as appropriate.
- Conclude the interview by answering the employee's
questions and explaining the next steps in the process.
End on a friendly note. Send the candidate to their next
interview.
- Complete the Interview
Evaluation form.
- Meet briefly with the candidate after all the
interviews, to assess the candidate's interest in the
position and to learn of any concerns the candidate may
have. Address those concerns immediately or commit to
responding to them quickly.
- Invite the top candidates in for a second round
interview only if you didn't collect enough information
to make a quality evaluation, or some key members of the
interview team were unable to participate in the
interview.
- Meet with all the interviewers to evaluate the
interviewed candidates. If a meeting is not possible,
collect their written comments, summarize them, and meet
with the hiring manager.
- Decide on which candidate to select.
- Begin the offer process.
Process Tips:
Good planning, preparation, and organization will increase the chances of selecting the best candidate for the position. When screening a candidate, screen in. Don't screen out. That is, identify the qualifications of the candidate that are required by the position, rather than ruling out candidates who appear to have a different set of qualifications.
Sometime a hiring manager may be reluctant to make a hiring decision.
Use
HRSource™ to store the feedback from each
interviewer on the applicants. HRSource™ will
also help track each step of the application process and
remind you when the next steps are due.
