How to Conduct an Interview
Finding the Perfect Candidate
To effectively screen resumes, you’ll want to have your job description and a list of the qualifications you’re looking for in front of you. As you evaluate the resumes, this will help you to eliminate candidates whose resumes do not show these qualifications. It’s very helpful to screen resumes by highlighting the parts of the resume that match the job description.
In addition to just looking for the appropriate qualifications, there are other signs to look for, here are some examples:
|Signs of a sound resume||There are some red flags you should look for:|
For a more detailed list please see “How to Screen Resumes” for a specific and detailed guideline.
Phone Screening / Interview:
After you have reviewed the resumes, its ok to “pre-screen” candidates over the phone before you bring them in for an in person interview. Follow these easy steps:
- Have pre-set questions that you ask each candidate you speak to. (Please See “Phone Interview Form”).
- Be clear before you start the screening, tell the candidate a little about the company as well as what the job expectations are. This will ensure that you both move forward having a clear understanding of the fundamental points of the position.
- Make sure to take detailed notes of the candidates responses to your questions, I find it extremely helpful to type the responses word for word. Not only does it help with keeping everyone you speak to straight in your mind, it also removes the chances of misinterpretation
- Always find out the candidate’s salary expectations. Being upfront about this will ensure your time is not wasted.
- After the screening is completed be sure to note any comments that you have and save the document or print and attach to the candidates resume. Having everything in one place will help the hiring manager prepare effectively for the live interview by addressing any red flags and preparing questions that are specific to the information in front of them.
- Don’t forget to send a follow up email, for those chosen to come in for an interview, send a confirmation email listing the date, time and address where the interview will be held. It is also a good idea to attach the “Employment Application” and have the candidate complete this document BEFORE the live interview.
- For those not chosen, a rejection email may be appropriate. For an example script of each of these, please see “Effective Phone Screening Tips”.
For more additional information on effective phone screening techniques, please see “Effective Phone Screening Tips”. For a template of a form you could use to document interview, please see “Phone Interview Form”.
Once you have narrowed down the candidates you would like to bring in for a live face to face interview, there are protocols that you should follow:
- Employment Application – This document will give you a complete view of what their experience is, beyond their resume. It also serves as a legal document that will allow you to do a background check or reference check. Please download “Employment Application”.
- Non-Disclosure Form – Before the interview, have the candidate sign this form. The purpose is to ensure what is disclosed in the interview stays confidential, this is usually important when discussing business plans, financials or inventions.
- Waiver to Obtain Information – include this document in the application, it will allow you to verify all information stated on the application. This includes reference, background, education and criminal checks.
For more information and detailed explanation and direction on how to use the accompanying forms, please see download the Interviewing Process Instruction Guideline