During the interview your goal is to gather information so you can make a solid hiring recommendation. It is important to remember that candidates come from a variety of sources. Not all candidates want to interview with Your Company. In some cases, we have persuaded them to consider Your Company and come meet with you. Always read the mail from the staffing consultant on the morning of the interview to learn more about the circumstances of this candidate. Perhaps they are a referral, a student thinking of leaving their graduate program, or a person interviewing from a competitor.
Most of the below is a general guideline, if you are the recruiter you will modify it to address the areas you are suppose to address, if you are a technical person that you will modify it to address the technical areas, if you are the hiring manager then you will modify it accordingly. But this is designed to utilize the BTOS method and Looklisology(see previous blog postings).
Interview EtiquetteIt is very important that all candidates have a positive experience interviewing at Your Company, regardless of whether you make an offer. Even if we decide not to hire a candidate they may have friends we could be interested in or at minimum, be a customer. A candidate who leaves feeling that they were treated unfairly or poorly will definitely tell their friends. Please remember to do the following:
Introduce yourself and explain what you do.
Before your meeting with the candidate it is important to prepare. You will in most cases want to do the following things:
Introduction: 5 minutes. Important to take these first minutes to build rapport. Put the candidate at ease to encourage openness and honesty. If you're not the first interviewer of the day ask how the candidate feels about the interviews so far.
Some things that will help put the candidate at ease, create a relaxed atmosphere and consequently allow the candidate to feel more open and honest:
Fact Finding Section: 30-45 minutes. Focus on the candidate's education and work background, portfolio (if applicable), work samples (if applicable), knowledge, skills and talents using the BTOS approach(see previous blog postings), utilizing Looklisology (see previous blog postings on Lookology and Lisology), etc..
Now of course legally there are things you cannot ask. Below is a quick, bullet point list of some things you cannot ask. This is not all entailing, so please consult your HR or recruiters(if you are not HR or a recruiter) for more information.
OK, so what can’t I ask?
Wrap-up and questions: 5-10 minutes. Depending where you are on the interview schedule you may spend more time selling the candidate or addressing specific concerns about the group, Your Company, the geographical region, etc. Interviewers earlier on a schedule may spend more time in a wrap-up making the candidate feel comfortable about upcoming interviews.
Some things to remember to do in your wrap-up:
Helping people connect with their Destiny”