WNEP Hiring Step 3d

Conduct the interviews

Before starting the interview, introduce members of the Interview Team. Thank the applicant for coming. Ask the applicant if she/he would like coffee, water, soda, etc. Explain the interview process. Indicate how long it will last. State that every applicant will be asked the same questions. Assure the applicant that she/he should ask questions throughout the interview and that time will given to questions at the end. If necessary, ask for clarification on any "holes" or "pink flags" on the application materials. Finally, spend a few minutes reviewing the job description with the applicant to ensure that she/he understands the scope of the job.

Tip

Use the applicant's name when appropriate throughout the interview. This helps build a positive atmosphere. However, be sure you ask the person how to pronounce his or her name if it isn't obvious.

In general, avoid any language that the applicant may find inappropriate such as "dear" or "honey." Paternalistic behaviors such as pats on the back, arm around the should and taps on the elbow must be avoided. Remember, it is the applicant's standard of appropriateness and not the interviewer's standard that must be met.

Complaints generally come from an unsuccessful applicant who believes the interview was unfair. Avoid complaints by explaining the interview process to the applicant up front and sticking to it.

Use your sheet of interview questions to take notes. At the top, write the applicant's name and time/date of interview. The name of the interviewer taking the notes should also be written. At the end of the interviews collect notes from all members of the Interview Team and keep them with the application.

As you ask questions and take notes use the blank space to record the person's responses, not your reaction to them. For example, if the applicant is asked to describe his or her last job, write down key words and phrases that will help you evaluate the response later. Note the words the applicant uses; don't put your opinion or judgment into your words.

Tips

Here's an example of note taking:

Applicant: "I taught nutrition classes three times per week to an audience of 10-15 in each class. I was responsible for everything from start to finish, including design of the program, finding the location and writing a summary and evaluation report."

Interviewer could write: Taught nutrition 3x week. 10-15 in class. Designed program. Found location. Wrote summary/evaluation report.

Notes should describe the behavior not the personality of the candidate. For example:

Write: Reported conflicts with others in department

Don't write: Applicant can't get along

When applicants talk too little, or provide information that is vague, you need to ask follow-up questions. Here's an example.

If an applicant has trouble answering "describe a time when you had to use verbal communication skills to get a point across," you might probe for more information by asking:

When did this happen?
What led to the situation
How did you try to resolve the issue?
How did the other people involved respond to you?
What was the outcome of the situation?

You may need to politely interrupt an applicant who talks too much with the reminder that you need to move on to other areas.

Tips

Leave enough time for questions from the applicant. Remember, the applicant wants to know about you, too.

Describe the job accurately and enthusiastically, but do not oversell it.

Put the applicant at ease. Smile and be polite.

Don't suggest through words or body language that an answer is "good" or right.

Keep the interview, the applicant and yourself on track. Remember, the purpose of the interview is to find a qualified person and you have limited time to do so.

Be alert to any glossed over areas by either yourself or the applicant. If certain aspects of the job cause people to leave, mention them now. Better the person refuse the job than start and quit.