Interviewing Candidates

After deciding which job applicants you think are promising, follow a few simple rules to ensure a smooth and effective interview process. Start with scheduling interviews. While it might be tempting to schedule a large number on one or a few days, don't do it. It can be hard to stay on schedule, and you're taking in a lot of information about each applicant. Further, you're also trying to evaluate that information to make a decision regarding who's best qualified for the job. Three interviews in a day can be overwhelming.

Make a realistic estimate of the time you want to spend on each interview. Every applicant should be given a reasonable amount of time to discuss issues that will allow you to make your decision. If you need detailed information regarding work experience or familiarity with specific processes or software, make sure you set aside enough time to gather the required information.

Prepare by deciding in advance how you want to conduct the interviews. Will you conduct them in your office, or are there reasons to conduct interviews offsite? Can you reasonably conduct interviews over the telephone? If you work from home, don't conduct interviews there, since unhappy rejected applicants will know where you live. However, don't try to conduct an interview over a meal or in some other social setting; it can be distracting.

Decide what questions you'll ask and prepare a written outline. You can use the outline for taking notes about each applicant, and it ensures that you gather the same information from every applicant. Consider whether there should be follow-up questions to ask based on responses to particular items. Find a comfortable balance between working strictly from a checklist and a less structured "tell me about yourself" format. Finally, decide if you want to involve others in the interview process, and what their role should be if you choose to do so.

Only ask for information that's needed to weigh an applicant's suitability for the job. Your goal is to get an accurate understanding of the person's employment history and qualifications. Obviously, some spontaneous social conversation will occur, but be cautious regarding when you engage in casual conversation. Don't discuss any of the types of information that you would omit from a job application. If an applicant volunteers information about their national origin, religion, marital status, and so on, don't make any written notes about it.

Because the information you need about an applicant will probably vary based on the position being filled, here's a sample interview script that you can use as a starting point. Customize by deleting the items that aren't important and adding any that items that are specific to the position being filled.

The interview process also involves conveying information to job applicants. They need enough information to make an informed choice about the suitability of your business as an employer. Decide in advance the type and extent of information that you're willing to share. A thorough description of the job, working hours and conditions, and general information about your business are the minimum you'll need to provide. Decide whether you want to discuss the specifics of pay and benefits during the interview, or only after an offer is made. In any event, be prepared to discuss compensation and benefits in general terms, since these are key issues to the applicants.