EMPLOYMENT INTERVIEWS:
BASIC INTERVIEW STAGES
Your typical job interview is going to pass through a
number of stages. To be able to take a
candidate through these stages successfully and to get the necessary
information you will need to be able to make an employment decision can be
tricky. You want to make sure the
candidate feels comfortable enough opening up to you, but you do not want them
to feel so comfortable that they take over the interview. Following this basic interview structure will
help you to maintain control.
These are the 5 stages of an interview:
·
Rapport-Building
·
Introduction
·
Core
·
Confirmation
·
Closing
RAPPORT-BUILDING
This is a brief, but very important part of the
interview. During this part of the
interview, a candidate will be brought into the interviewing office or
area. You want to ask a few non-work
related questions to help put the candidate at ease. Questions you would ask at this icebreaking
phase of the interview are, “How was your ride in?” “What was the traffic like?”
“Weather sure is nice today.” These
seemingly innocuous questions could make or break the effectiveness of the
entire rest of the interview. Your goal
is to take some of the tension off the candidate so they will feel more
comfortable answering the rest of your questions. If you forget to go through the
Rapport-Building stage, your candidates may seem more edgy and nervous
throughout the interview.
INTRODUCTION
This is second stage in an interview. During this stage, the interviewer will tell
the candidate a little about themselves and the company. You will want to keep this brief, as a good
candidate will have done their research and should already know about the
company. You want to provide the
interviewee with a bit of a softball question first continue helping them get
comfortable and providing you with a springboard to enter the Core stage of the
interview. An example of a good question
would be, “Tell me about what got you interested in this field” or “How did you
find out about our company?” The idea is
to keep these questions low stress.
CORE
The vast bulk of your interview will take place during
this stage. More stressful questions can
be implemented here to find necessary information. About 70% of your questions should be open
ended. These should be questions that
were prepared in advance. The point of
these questions is to determine job suitability. You want to determine if the candidate has
certain skills and qualities, check prior work experience, see whether their
style of working is compatible with your organizations, and determine if there
are any reasons they should not be hired.
While asking questions, remember to consider whether you
are asking safe questions. It falls on
the Employer to prove that there was nothing asked that could be perceived as
discriminatory. Be mindful that if an
interviewee volunteers irrelevant personal information, do not write it down,
as it could be used against the company in litigation.
A good place to end the Core Stage is to ask the
candidate if they have any questions. Be
prepared to provide additional information about the company and the position
during this part of the interview. A
good candidate will want to confirm that the company is a good match for them
as well. Be sure to answer as clearly as
possible. If a candidate has questions
about salary, vacation, benefits, education reimbursement, job posting,
flex-time, be sure to give the candidate the information that may help with the
decision-making process. Be sure not to
lead the candidate on... you do not want to give the impression that a candidate
will be offered a position if a final decision has not been made.
CONFIRMATION
Towards the end of the interview, you will want to check facts
and verify statements. The goal of this stage in the interview is to
clarify any questions you have about the candidate and to ensure that the
candidate has not contradicted themselves.
You should ask a few closed-ended questions to confirm some facts on the
resume match what the candidate is telling you.
CLOSING
This is your last opportunity to ask the candidate a
question. If there is something
important that was skipped or missed, you should circle back and revisit those
areas. Otherwise, you should provide the
candidate with the next steps in the interview process. You can let the interviewee know it there
will be any additional interviews or documentation that will be needed. While being non-committal, let the candidate
know when a decision might be made about the position.
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