1. Basics for Effective Interviews Reviewed July 2013

2. Introduction
With careful preparation, employers can maximize the interview process: craft effective questions, get the information you need, and make a good impression on candidates. Phrasing questions properly and honing your listening skills and body language can make a big difference in the responses that candidates give you. Providing information about the job and benefits can help you win favor with applicants who have the skills the employer needs.
This sample presentation is intended for individuals who are both new to conducting interviews and seasoned interviewers who want to brush up on basics. It is designed to be presented by an individual who is experienced with interviewing candidates. This is a sample presentation that must be customized to include and match the employer’s own policies and practices.

3. Objectives At the end of this presentation, you should know how to:
Prepare an effective interview
Represent your company with professionalism in interviews
Elicit information from candidates that will help your company make effective hiring decisions

4. Preparing for the Interview
Screen candidates by phone to ensure that they have the minimum qualifications and that they are interested in the pay your employer is offering
Set aside a quiet place to talk
Set aside enough time so that you won’t be rushed

5. Preparing for the Interview
Prepare questions to ask each candidate
Review the job description and the candidate’s resume and application immediately before
Prepare to provide information about the company and its benefits
Discussion of what kinds of questions are effective follows.

6. Preparing for the Interview
Tell the candidate:
How to get there, where to park, who to ask for upon arrival
If the candidate will be required to fill out an application on site
How long the interview will probably take
Candidates will likely need to bring documentation with them to fill out the application

7. The Interview At the start of the interview:
Confirm that you have the completed and signed application
Offer a beverage
Monitor your nonverbal communication
Set the candidate at ease with small talk
Before delving into questioning, ask if the candidate has any questions.
Nonverbal communication: facial expression, posture, clothing, voice intonation and speed.
Small talk: Keep the topics neutral such as traffic and weather.

8. During the Interview
What kinds of questions elicit the most informative responses?
Structured interview
Open ended questions
Behavioral interview questions
Structured interview: Ask the same questions of each candidate. This will ensure fairness and give you a good basis for comparison. You can follow up the answers with individualized requests for clarification.
You can warm up with a few yes/no questions, but open ended questions will give you more useful information
Behavioral interview question: see next slide

9. Behavioral Based Interview Questions
Goal: Find out what the candidate has done in the past in order to best predict what the candidate would do in the future
Ask about specific experiences that the candidate has had where that candidate exhibited the competencies that are needed for the job

10. Behavioral Based Interview Questions
Examples:
Tell me about a time when you resolved a problem for an angry client.
Can you give me an example of how you have persuaded executives to see your point of view in the past?
Describe an innovation that you proposed for a previous employer
In your position as _________, how did you determine which duties to delegate to subordinates?

11. Candidate Responses
Listen to the full answer before preparing your next question
Take notes
Demonstrate unconditional positive regard
Ask for more, more, more
Interview notes will be subject to record retention requirements. Be careful about what you put in them.
Unconditional positive regard: If you react negatively, you give the candidate cues on what things to hide from you. As a result, you may miss key pieces of information.
Ask for more – see next slide

12. Asking for More
Candidates often arrive with an arsenal of prepared responses that may not be accurate portrayals of their competence.
Your response to rehearsed answers:
Look at the candidate expectantly and wait for more
Ask a vague follow up question: “Can you tell me more about that?”
Ask several specific follow up questions
Rehearsed responses: It is easy for candidates to find web sites, books, magazine articles with sample questions and with recommendations for answers.

13. During the Interview
Show the job description to the candidate and discuss the contents
Consider showing the candidate the work area
Reviewing the job description ensures that you are giving an accurate portrayal of the job

14. Ending the Interview
Ask the candidate if there is anything else that the candidate would like to tell you about his or her qualifications.
Ask if the candidate has any questions
Provide documents describing your company and benefits
Ask if the candidate is interested in the job based on the information you’ve provided during the interview

15. Ending the Interview
Notify the candidate of when to expect further contact from you.
Walk the candidate to the door and thank the candidate for the interview
Be realistic in your estimate of when you’ll contact the candidate next. It is fine to mention that you have other candidates to interview.