There are five steps that constitute a good interview.
1. Personal introduction and welcoming the applicant to the University.
Use the first few moments of the interview to get the discussion off
the ground and to set the stage. Establish a good rapport by greeting
warmly, perhaps offering the applicant a cup of coffee, etc.
2. Obtain relevant interview information. Structure the interview so
that you use a variety of questioning techniques, especially open-ended
questions. Three categories need to be explored thoroughly: work experience,
educational/training background, and personal factors directly related
to the position.
Start with the applicant's present or most recent job and work backwards.
This way you will save yourself time if the candidate's work experience
has been unsatisfactory or inappropriate for the position and you
wish to terminate the interview. After you have reviewed the applicant's
work history and educational background, you will want more in-depth
and comprehensive information about the applicant in such vital areas
as what they believe to be their outstanding strengths, developmental
needs, career goals, and objectives.
Finally, give the applicant the opportunity to offer any information
s/he regards as relevant that may not have been covered.
3. Provide information about the University and the job. When you determine
during the interview that the candidate is appropriate to your needs,
move into this stage. Give the facts about the department and a factual
and accurately explained description of the position. If the position
entails overtime, night, or weekend work, or if a degree of travel is
required, such essential facts should be given. Do not dwell only on
positive aspects; being honest can avoid later turnover problems.
At this point, salary may be discussed. Some interviewers prefer
delaying all discussion of salary until the final candidate has been
selected. There are pros and cons on both sides of this issue, and
you should decide how you will handle this question prior to starting
4. Respond to the applicant's questions. Often a degree of give and
take ensues between the interviewer and the applicant in which additional
areas are clarified. When both your questions and those of the candidate
have been answered satisfactorily, it is time to bring the interview
to an end.
5. Conclude the interview. Close the interview in a reasonable period
of time, and close on a positive note. Don't give the impression you
will be making an offer, or promise something you cannot provide. Let
the applicant know when you will make your hiring decision and how they
will be notified of that decision. As soon as the interview is over,
write down the facts and your impressions of the interview.
Knowing as much as possible about a candidate is extremely important
in the evaluation process. The capabilities, experience, background,
and previous performance of each prospective employee are critical pieces
of information to have to assure a proper fit between your needs and
the individual under consideration.