| Recruit and Hire: Week Four - Interview Techniques  | The fourth week of the course is an opportunity to examine how you currently interview and select candidates. In the last session, you worked to build a candidate pool. During this session you will identify the most qualified people for the position from your pool. You will screen your applicant pool against the five-ten most important behavioral and experiential characteristics you earlier identified for the position. This is also the time to tap your prequalified pool of candidates that you have gathered over time. (This presumes you did not already have the "perfect person" in your database.) | |
| Syllabus |
Week Four Objectives - Interview Techniques
Start your interview process with a phone screening. This enables you to ask a few pertinent questions to determine whether the candidate has the experience and qualifications you seek. It provides an opportunity to understand any factors that puzzled you about the person's resume or application. You can also determine the salary needs of the candidate to determine whether to continue the discussion in person. (On a side note, I find that the higher the level of the position, the less likely I am to do phone screens. These candidates have generally included detailed career information and have stated their salary requirements.) If the candidate is viable for your organization, you'll schedule either a phone interview or an in-person interview for the hiring manager. Keep in mind, you probably want to have your finalists back for a second series of interviews with a broader group of people. A phone interview with the hiring manager also tends to speed up the candidate selection process. I strongly recommend that you pre-determine a series of interview questions that are most likely to tell you what you most need to know about the candidate. Then, divide the questions among the people who will interview the candidate. These questions are different for each position for which you commonly seek talent. It takes time to develop these, but the time is well spent and will reward you with better employees who "fit" your organization.
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| Key Objectives |
Best Practices in Interviewing
You want to interview potential staff and effectively select the people who best fit your organization's needs. To do this, your interview process, interview questions, and interview exchanges must be legal, ethical, and not offer assurances that potential staff can interpret as promises. Want to know more about interviews?
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Interviewing Styles: Tips for Interview Approaches
Interviewing is often just as stressful for the interviewer as it is for the job seeker. Knowing the different types of interviews, and why and when they are successful, can help make your interviews more comfortable for both parties. Find out more.
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| Supporting Content |
HR Staffing Tool: Ask Right to Hire Right
Looking for a simple, yet effective way to immediately improve your recruiting and staffing process? Define the characteristics you'd most like to have in a new employee. Then, develop questions that help you in testing the applicant's fit.
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Eight Hiring Mistakes Employers Make: From Application to...
Hiring decisions that result in "bad" hires sap your organization's time, training resources, and psychic energy. These are the top hiring mistakes to avoid during your recruiting and hiring process. Do these eight activities with care; your recruiting, interviewing and hiring practices will result in better hires.
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| Forms and Tools |
Candidate Screening Tool
This form provides a guideline for a generic phone screen to assess the candidate's viability before bringing him or her in for an interview that will take employee time. You need to create customized phone screens for the various positions you have available on a regular basis.
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Candidate Rating Form
This form provides your employees who conduct interviews with a method for assessing and comparing candidates following the interview.
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| Discuss and Ask Questions in the Forum |
Forum Discussion
Want to ask questions or exchange information? This Forum discussion folder is for members of the class. Please post your questions or ideas here for the entire group to respond and exchange information.
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