Basics of Interviewing Job Candidates
Written by Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Copyright 1997-2008.
Adapted from the Field
Guide to Leadership and Supervision.
(This document is referenced from Interviewing Job Candidates.)
1. Send the job description to candidates before they come to the interview meeting.
2. While interviewing candidates, always apply the same questions to all candidates to ensure fairness. All questions should be in regard to performing the duties of the job.
3. Ask about their compensation needs and expected or needed benefits.
4. Attempt to ask open-ended questions, i.e., avoid "yes-no" questions.
5. Talk for at most 25% of the time -- for the rest, listen.
6. Don't rely on your memory -- ask permission from the interviewee to take notes.
7. Find out when they can start if offered the job.
8. Consider having multiple people at the interview; although this can be intimidating to the interviewee, this practice can ensure them a much more objective and fair presentation. Have the same people as interviewers in all of the interviews.
9. Consider asking some challenging, open-ended questions, such as What skills do you bring to this job?, What concerns do you have about filling this role?, What was your biggest challenge in a past job and how did you meet it?
10, Don't ask questions about race, nationality, age, gender, disabilities (current or previous), marital status, spouses, children and their care, criminal records or credit records.
11. Have all interviewers share/record their impressions of the candidate right after the interview meeting.
12. Explain to the candidate that you'll be getting back to them soon, and always do this.
13. Ask if you can get and check any references.
14. Always check references and share them with the interviewers.
15. Be sure to tell candidates of any relevant personnel policies terms, such as probationary periods. (The best way to deal with a poor performer is not to hire him or her in the first place. It is often wise to have a probationary period of, e.g., six months, wherein if the employee does not meet the responsibilities of the position, you can terminate the employee.)
16. If practical, look into the applicant's
background to ascertain if they have a criminal record. (See Background Checks.)
For the Category of Human Resources:
Related Library Topics
Recommended Books
For-Profit
Field
Guide to Leadership and Supervision in Business
- by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit and retain the best employees for your business. Research shows that employee turnover is often the result of poor supervision -- this book shows you how to supervise employees so that the needs of both the business and its emplyees are always being met. Includes tips and tools to effectively lead yourself, other individuals, groups and organizations. Also includes guidelines to avoid burnout -- a very common problem, especially among employees of small businesses.
The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.
Nonprofit
Field
Guide to Leadership and Supervision With Nonprofit Staff
- by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit and retain the best staff members for your nonprofit. Includes guidelines to effectively lead yourself (as a Board member or a staff member), other individuals, groups and the nonprofit organizations. Includes guidelines to avoid burnout -- a very common problem among nonprofit staff. Explains how to cultivate a strong relationship between the Board and Execuive Director. This book is customized to nature and needs of nonprofits having extremely limited resources.
The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.
Also See
Personal Development -- Recommended Books
Personal Productivity -- Recommended Books
Personal Wellness -- Recommended Books
Supervision -- Recommended Books
Training and Development -- Recommended Books
