How to Organize a Job Interview
The interview is an essential step to finding the right employee for the job. A good interview takes careful planning and organizing to ensure that you select the best candidates and ask the right questions. Organize the interview well in advance and make sure that you and your colleagues are on the same page about what you're looking for in an ideal candidate.
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Instructions
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Meet with your colleagues and agree on what you're looking for. Have a strong definition of the job and what the position requires. Discuss specific skills, education and qualities that you would like to see in a new hire.
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Decide who will be part of the interview process. Coordinate schedules so that the key players such as human resources, department managers and other key people who are essential in assessing candidates will be available for interviews.
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Draw up a series of questions to ask your candidates. Ask them basic questions about their background, their education, why they're interested in the position, what they can bring to your organization and how they might react to certain situations or dilemmas. These questions should be based on what the position entails, but you also want to see how well interviewees communicate, relate to others and how they handle stress. Use the candidate's cover letter and resume to form questions about their background and past work experiences.
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Schedule the interviews. Advise each candidate and the interviewers of each detail. Confirm the dates and times with each person involved in the interview. Don't schedule too many interviews in one day so that you can take the time to assess each candidate. Avoid stretching out the number of interviews over a long period of time so that each candidate is fresh in your mind when it comes to making a decision. Notify candidates by phone or email which days you would like them to come in for interviews. Be sure to inform candidates of any necessary materials they will need to bring such as writing samples or copies of their resumes.
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.Be available on the days of the interview to greet the candidates and escort them to the interview room. You may also escort the candidate out of the building when the interview is over. This can give you a chance to ask the candidate how he felt the interview went and whether he has any questions about the process.
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Tips & Warnings
Consider using a rating system for assessing candidates. You may use a scale of 1 to 10 to rate candidates on how they answered specific questions essential to the job. Take notes during the interview so that you can turn to them later when making your decision.
References
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