Job Interview: How-To Conduct A Job
Interview
Job Interview ...
You have just started a new company, and you're
looking at a sea of empty desks. Or maybe you have
just accepted your first managerial position. You may
have never conducted a job interview, and the process
can be daunting. Here are a few tips to prepare you
for finding the right candidate for the job.
Preparation
- Prepare
Questions & Interview Structure. The
key to a good interview is preparation, so have
your questions ready in advance. "Winging it"
will leave you with a short interview with lots
of awkward pauses. If you and another member of
your staff are conducting the interviews, decide
which topics each of you are going to discuss. If
you can play off each other well, it shows
professionalism and a good sense of teamwork,
which leaves the applicant with a positive
impression of the company.
- Location. Decide
where you are going to have the interview
beforehand, and choose a comfortable setting
conducive to conversation. Uncomfortable settings
can be intimidating to applicants, and you may
lose a potentially valuable employee. Do not
allow phone calls to interrupt the interview, as
it shows a lack of politeness. Mute the ringer
(some phones have a "Do Not Disturb Button") or
ask receptionists to forward all calls to voice
mail.
- Time. Allow
enough time for the interview. Appearing as
though you are in a hurry to finish suggests that
the applicant's time is not valued. Avoid
scheduling interviews during times you know are
hectic for you, such as the very beginning or end
of the day. Also, be mindful of potential
problems such as traffic when you set the time.
- "Should I
Bring Anything?" If you want applicants to
bring anything with them, such as a writing
sample, hard copy of a resume, or references,
remind them ahead of time. Don't assume they will
bring these items.
- Study the
Applicant In Advance. Review the applicant's
résumé or application ahead of time. Looking down
at the résumé shows a lack of preparation, while
knowing about the applicant without having to
look at their paperwork shows that you are on the
ball and genuinely interested in them.
During the
Interview
- Be Upfront. If
there are reasons why the applicant may turn down
the job, let them know it. It is better that they
decline the job on the spot before you turn down
other applicants. If the salary is not
negotiable, tell them so. Do not promise them
things that you cannot deliver.
- The
Closing. Tell
applicants what the next step is, and the
timeline. If you're going to conduct second
interviews, tell the applicant when they will be
notified. And follow through with this.
Candidates are also interviewing your company.
Who wants to work for a place that doesn't do
what they say they will, or leaves you hanging?
-
Avoid Using "You" or Personalizing the Job. It's
human nature to want to personalize situations.
While going over scenarios and job tasks with an
applicant, it's easy to slip into talking to the
applicant as if he/she already has the job.
"You'll be working with so and so," "We want you
to start in October," etc. Unless you're
100% certain that you'll be offering this person
a job, try to talk in general terms to prevent
misleading them.
- References. References
are generally taken when you are choosing between
similarly qualified applicants, or have decided
on one applicant. We highly recommend that you
check references. While logic would indicate that
most folks won't give out references unless they
know they're good, you'd be stunned at the number
of people whose references are out of date, or
who may be more honest than the candidate would
like. If either of these happens, this could be a
sign that the candidate does not plan very well
or keep on top of things. When you do take
references, have a prepared list of questions and
keep a record of the feedback you obtain.
-
Salary Negotiation
Job interviews always involve the awkward dance
of salary negotiation.
A company in
corporate America somewhere...
Interviewer: "So Joe,
what are your salary requirements?"
Joe Interviewee: "Well,
I'm pretty flexible."
Interviewer: "How about
a general range?"
Joe Interviewee: "Did
you have a specific number in mind?"
Sound familiar? They could go on like this for
hours. Let's be honest: you want to pay as little
as possible, they want to get as much as
possible. You need to meet somewhere in the
middle. If you've done your homework you should
have a pretty good idea of the going competitive
rate for a particular position. Know up front how
much room there is in the budget to negotiate.
It's ok to try to ferret out what the candidate
wants so you don't offer too much upfront, but
know that they'll be doing the same thing.
Usually, it's best to be honest, give a range
that allows for some movement up or down, and get
the applicant to be honest with you about what
they want. This will help prevent you from under
or overbidding.
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