How to Conduct an Interview With an Entry Level Employee

There comes a time for every recent graduate to go in for their first interview. Most likely, they've spent weeks preparing and rehearing every possible interview question in front of family members and friends. Their resume, though sparse with experience, is perfected and printed on the finest paper.



So, where does that leave you? Are you prepared to thoroughly screen an entry-level employee?



If not, I have some tips to help. Read on for more!

Things You'll Need

• Phone
• Email
• Internet Access

Instructions

1. Screen the resume. I know that most of them look the same and are copy-pasted out of instructional books, but a resume is a great indication of someone's experience, skill set and how well they can sell themselves. Not to say that a poorly written resume can't yield a high-caliber candidate, but it usually doesn't work that way. Try to see if the resume gives any indication of what the candidate is good at. Are they marketing themselves into a slim niche? Does their internship experience seem like it would fit the job being offered?

2. Call the candidate. Once you see something you like, it's time to call in the candidate for an interview. If you make the call yourself, you may want to do a phone interview so you don't waste in-person meeting time. Ask some basic questions such as why they want to work for your company and what skills they have that they will use on the job. It's a great idea to confirm the job specifics, such as if it includes benefits and is full or part time.

3. Start warmly. It's best to set a time limit for yourself for the interview so you don't have to rush. Begin by welcoming the candidate. A handshake works best. It's nice to offer a glass of water, especially since new grads may be a little nervous during their first interviews. You may want to start asking the candidate how they found your company or ask them what they studied in school that has prepared them for this specific job. Tell them a little bit about what you're looking for. If you're more rushed you can cut to the chase, but it reflects well on the company to give each candidate attention and show your interest in what each one has to offer.

4. Grill them. Hopefully they're ready for some tough questions. If not, that's OK--it's your job as the interviewer to find out if the candidate has what it takes. Here are some questions to consider asking in addition to job-specific questions:

   1. Do you think college prepared you for this specific job?
   2. What skills do you have and how will you bring those to the table?
   3. Without much practical working experience, how can I tell that you're right for the job?
   4. What are your biggest strengths? What are your biggest weaknesses?
   5. How would you respond if you were in this situation...?
   6. What personality trait do you have that would interfere with your ability to...?

5. Screen them. At the end of the interview you should be able to get a feel for the candidate. Do you want to pursue him or her, or not? It's best to shake hands and let them know you'll be in touch--and try to give them a window of when. Remember that they may have multiple job offers coming in, so you may want to act quickly if you have a good feeling.

6. Follow up. Just like the candidate should follow up with you, it's professional to send a letter letting him or her know if they were a right fit. If you think you may be able to benefit from this person in the future, ask if you can keep their resume and contact information on file.

Tips & Warnings

• Don't be too harsh on new graduates, but do let them know what is expected of them. Ask if the duties are something they feel comfortable with.

• If you have multiple interviewers with you, make sure you outline the platform for the interview before you start, so you appear organized.