Want job interview tips to help you select the most qualified employees? These tips will help you assess the skills, experience, and cultural fit of your potential employees. The job interview is a powerful factor in the employee selection process in most organizations. While it may not deserve all of the attention that it receives, the interview is still a powerful force in hiring.
Background checking and checking referencesare also key factors in your hiring decisions.
Hopefully, you have added these checks of factual information to your hiring arsenal, too.
But the job interview remains your key tool in assessing the candidate's cultural fit. It is also the tool you can use to get to know your candidates on a more personal basis. The interview process helps other employees get to know the candidate.
It helps the new coworkers own and feel some responsibility for the success of the new employee when he or she joins your organization. Use these tips to help your team select superior employees.
How to Select Candidates for the Job Interview
Your starting point, before scheduling a job interview with a candidate, is to review each candidate's:
When faced with 100-200 candidates, it's important to use tools that separate the great candidates from the many. These will help you select the candidates for the job interview. They will also help you prepare your list of questions to use to telephone screen candidates and ask during interviews.
- Find resume screening tips: Why This Resume Rocks.
- Tips about how to review a cover letter.
- Hold a recruiting planning meeting.
- Devise a list of qualities, skills, and experience to use to screen resumes and job interview candidates.
Telephone Screen Candidates Prior to a Job Interview
The telephone interview or candidate phone screen allows the employer to determine if the candidate's qualifications, experience, workplace preferences and salary needs are congruent with the position and your organization.
The telephone interview saves employee time and eliminates unlikely candidates. While you will want to develop a customized job interview with customized questions for each position, this generic job interview advice will guide you.
How to Prepare for the Job Interview
The interview team was selected at your earlier recruiting planning meeting, so the interviewers have had time to prepare. You will want to use the list of qualities, skills, knowledge, and experience you developed for the resume screening process.
Use this list to make sure each interviewer understands his or her role in the candidate assessment. Review each interviewer’s questions, too, to make sure theinterview questions selected will obtain the needed information.
Sample Job Interview Questions for Employers to Ask Prospective Employees
Use these sample job interview questions when you interview potential employees.
- Job Interview Questions for Employers to Ask (With Descriptions)
- Interview Questions to Assess Cultural Fit
- Motivation Job Interview Questions
- Teams and Teamwork Job Interview Questions
- Leadership Job Interview Questions
- Interpersonal Skills Job Interview Questions
- Management and Supervisory Skill Job Interview Questions
- Communication Job Interview Questions
- Empowerment Job Interview Questions
- Planning Job Interview Questions
- Decision Making Job Interview Questions
- Unusual Job Interview Questions
- Interview Questions That Can Cause Legal Problems
Illegal Job Interview Questions
Ask legal interview questions that illuminate the candidate’s strengths and weaknesses to determine job fit. Avoid illegal interview questions and interview practices that could make your company the target of a U.S. Equal Employment Opportunity Commission (EEOC) lawsuit.
Hold a Behavioral Job Interview With Each Candidate
During the job interview, help the candidate demonstrate his or her knowledge, skills, and experience. Start with small talk and ask several easy questions until the candidate seems relaxed. Then, hold a behavioral interview.
A behavioral interview is the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected as necessary for success in a particular job.
Additionally, behavioral interviews ask the candidate to pinpoint specific instances in which a particular behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.
In addition to the candidate's verbal responses during the job interview, you'll want to notice all of the nonverbal interaction, too.
Assess Candidates Following the Job Interview
Provide a standard format for each interviewer to use to assess each candidate following the interview. You should have several candidates who you'll want to ask back for a second or even third job interview.
More About Job Interviews
Disclaimer – Please Note:
Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice both on this website, and linked to from this website, but she is not an attorney, and the content on the site, while authoritative, is not guaranteed for accuracy and legality, and is not to be construed as legal advice.
The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. The information on this site is for guidance, ideas, and assistance only.
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