How to interview

How to interview can ensure that you choose a person that can do the job, fit within culture of the company, and become an asset for the business. Keep in mind; interviews are conducted by the selecting official, who can be a supervisor, for the job position being filled. In some companies, these are conducted by a panel of interviewers who have knowledge about the job and how to administrate interviews. It is important to know the steps to how to interview in order to identify prospective employees with the most qualified characteristics for the open job position.

Training for Interviewes

How to interview

The interviewer training can ensure and increase the accuracy of the interview that is why the interviewer receives a guide describing all the details about the interview process. During the training is so important to emphasize the following aspects:

Note-Taking: It is necessary to take regular and detailed notes about the observable behaviors and verbal responses of the interviewees during their interview. Notes help interviewer to remember details of candidates, to summarize the content about the respondents' answers, to document body language, and other non-verbal factors and to serve as support to make the employment decision.

Non-Verbal Behavior of Interviewers: the body language of interviewers such as facial expressions and body movements can express a lot to the candidate, for that reason interviewers must be aware of their body language to avoid communicating negative impressions. While taking notes, interviewers could make periodic eye contact with the candidate to show their interest and observe the candidate's non-verbal behavior.

Interpersonal Bias and Rating Errors: these ensure candidates that they are evaluated fairly, consistently, and have equal opportunities. The interviewer should not be influenced by personal biases or fall prey to common rating errors such as: give higher ratings to candidates who appear outwardly similar to the interviewer. Rating errors include giving high ratings or low ratings to candidates.

The Interview Setting

  • The place for an interview should be a quiet, non-threatening, and comfortable environment.
  • Seating arrangements for all candidates should be the same.
  • The interview room should have facilities to be accessible for disabled candidates.
  • For candidates who wait to be interviewed, there should be a separate room.
  • Interviewed candidates must not communicate with those who wait to be interviewed.
  • Candidates should have the same interview time.
  • Interviews should be scheduled far enough, so interviewer has an adequate preparation time.

Steps to Conduct an Interview

These are the steps to follow an effective interview:

Plan a recruitment meeting to:

- Identify the characteristics of ideal candidate and methods to select qualified candidates.

- Define screening questions for the interviewer to perform initial phone interviews.

- Assign behaviorally-based interview topics and questions to the employees who will participate in the interviews.

- Distribute among the members of the interview who will assess skills, experience, and potential cultural fit of the potential employees.

- Identify the appropriate questions for the candidate post-interview assessment by each interviewer.

  • Phone interview the candidates with a good fit to the position.
  • Schedule qualified candidates for a first interview.
  • Welcome the candidate in a friendly way.
  • Thank the candidate for its interest and for coming to the interview.
  • Describe the job and relevant organizational characteristics.
  • Explain the interview process in a standardized way or provide this information in writing to each candidate.
  • Inform the candidate that notes will be taken at the interview.
  • Ask the candidate if he/she has some questions before beginning.
  • At the end of the interview, ask the candidates: "Is there anything else you would like us to know?" and give the candidate an opportunity to ask questions.
  • Immediately after the candidate leaves the room, the interviewer should review his or her notes to rate the candidate.
  • After all candidates have been rated, the interviewer should review the ratings given to each candidate.
  • Ensure the performance of each candidate has been considered objectively.
  • Ensure the ratings are tied to specific behavioral examples.
  • Select appropriate candidates to participate in the second round interviews.
  • Schedule additional interviews.
  • Hold the second round of interviews with each interviewer clear about their responsibilities and able to assume responsiveness and knowledge.
  • Interviewers fill out the candidate rating form.
  • Through the entire interviewing process and stay in touch with the most qualified candidates via phone and email.
  • Reach a decision on if the organization wants to select some candidate.
  • If there is not a candidate with good characteristics for the position, start again to review other candidates.