Preparing for the Interview

• Review the job description and specific needs and/or preferences
• Determine what your objectives are (e.g. what you want to learn, share, etc.)
• Make sure you have completed the list of questions you will ask each candidate
• Write down and organize the questions in the order you will be asking them
• Be prepared to capture candidate responses to your questions
• Review the candidates application/resume
• Make sure you can answer general questions about the company, department, position, etc.
  

Conducting the Interview

• Encourage open discussion
• Put the candidate at ease (so that he/she will be more comfortable sharing information with you)
• Greet the candidate in a friendly, courteous manner
• Use a private setting for the interview (with no interruptions)
• Break the ice using a non-threatening question (e.g. the weather, sports, etc.)

• Describe the interview process (and how the interview will be conducted)
• Describe the organization, the dept (and its goals), and the job. Use this time to really sell the position!
• Avoid questions relating directly or indirectly to age, race, color, national origin, religion, or disabilities
• If a candidate “freezes” on a particular question, go on to the next question and come back to it later
• Don’t ask leading questions
• Ask only job-related questions
• Ask probing questions when you want to get a fuller explanation
• Listen actively. Let the candidate speak without being interrupted (the candidate should be speaking about 80% of the time during the interview)
• Observe the candidate while they are speaking (body language, facial expressions, etc.)
• Give the candidate the opportunity to ask questions

Concluding the Interview

• Ask if the candidate has any final questions
• Thank him/her for their interest
• Inform the candidate what will happen next (remember to leave them with clear, realistic expectations)