Step 4. Interviewing
- Review the job description to identify the key elements/duties of the position.
- Prepare interview questions in advance. Some applicants are very rehearsed. They know how to anticipate or deflect difficult questions. They know the "correct" answer to many questions, mainly because they have been asked the same questions over and over or they have a written script that anticipates questions. There is a way to limit too many "canned" answers by formulating questions that cannot be anticipated by the applicant. HR can help develop these questions.
- Questions that are asked during the interview should elicit information that will provide factual information about the individual's ability to perform the duties of the position. Be sure to require specific answers to questions, do not settle for generalities. The best questions are thought to be those that get at the candidate's ability to produce the actual work required and a second group of questions that disclose specific instances when the candidate had to react to challenges. Questions such as "how would you..." and "what did you do when this happened?" have been shown to be particularly effective. Group interviews can be helpful in clarifying and interpreting information provided by a candidate.
- Candidates must not be asked about marital status, personal relationships, children, religious affiliations, national origin, or medical history even in informal settings. Hiring managers, search chairs, and search committees are encouraged to read the information provided by General Counsel at, http://humanresources.cua.edu/manager/guidelines.cfm.
- For a comprehensive list of benefits information, refer to the Benefits Guidebook. For a one page brief summary of benefits, for full-time positions refer to the Full-Time Benefits Summary Brochure or for part-time with partial benefits refer to Part-Time Benefits Summary Brochure. This information may help answer benefits questions that come up during the interview process. Kim Austin, firstname.lastname@example.org, is available to answer specific benefits questions.
A brief telephone screening is also a time-saving strategy. This allows you to find out potential interest in the position and the can allow you to speedily identify the most promising candidates.
For candidates who live long distance, you may want to consider conducting Skype interviews.
Below are samples of different types of questions for phone and face-to-face interviews, as well as tips on nondiscriminatory interviewing and legal considerations.