Develop Structured Interviews
It is a good idea to develop an Interview Guide
while the Job Requisition is being processed. You will then be ready to
begin interviewing as soon as applicants are referred to you.
You will create a unique structured interview guide using a combination
of the selection criteria and questions together with any revisions or
additions you need to make. The Sample Selection Criteria
and Interview Questions are designed as a guide but should be useful
for most positions. Remember, you are looking for questions that reveal
the applicant's skill, knowledge, and ability as they relate to the job
- Review the job description and selection criteria. Use those as the
basis for your questions.
- Familiarize yourself with the duties and requirements of the job you
- Make sure you explore the duties and responsibilities of the previous
job/s, their achievements, their qualifications, abilities, experience,
education, and interests.
- Make sure you can answer general questions about the department. Any
questions about benefits can be referred to UMD Department of Human
Resources and Equal Opportunity.
- Formulate questions that will focus on job-related aspects such as
asking about situations that may have occurred in previous positions.
- Write down and organize the questions in the order you will be asking
- Review applicants' resume and/or application so that you can identify
specific areas you wish to probe. Develop and write those questions.
The advantages of predetermined interview questions are many, but some
of the most important are:
- Ensure that you ask all the questions you need to ask of all the
- Increase your confidence in your interviews by eliminating the need
to grope for questions and by discouraging common interviewing errors,
such as talking too much, making premature decisions, and asking leading
or closed-ended questions.
- Ask open-ended questions which focus on behavioral descriptions rather
than simply "yes" or "no" questions (i.e., have
them describe a work situation in which they handled stress well rather
than just asking if they can "handle stress well").
- Ensure that the interview remains appropriately focused.
- Improve the quality of your hiring decisions by focusing on the specific
requirements of the job.
- Standardize the evaluation, and treat all applicants equally and
- Reduce training costs and turnover by selecting employees qualified
for the specific needs of your position.
- Provide a basis for future vacancies in that classification.
- Provide a record of decision making and a basis for defense against
- Stay away from questions that deal with personal lifestyles than
job experience-phrase the question so that the answer will describe
on-the-job qualities instead of personal qualities-if the question is
not related to performance on the job, it should not be asked