HOW TO GET THE RIGHT FIT

By Arizona@Work

SKILLFUL INTERVIEWING IS critical to choosing the right person for the job, but it doesn’t happen without careful planning. Follow these quick tips for preparing and conducting an effective interview:

Before the interview

At this stage, your main goal is to further clarify what you’re looking for and begin to seriously assess the candidate’s qualifications in light of your requirements.

• Review the job description for the position. For additional insight, talk to people familiar with the position to learn what they think is most relevant.

• Develop interview questions that target the requirements you’ve identified. Avoid questions unrelated to these requirements.

• Review the candidate’s resume and any other application documents. Note any issues or questions you want to follow up on.

• Secure a comfortable, quiet space for the interview, and schedule sufficient time to conduct it effectively and allow for unexpected questions.

At the interview

During the interview, your main goal is to further assess how well the candidate meets the requirements you’ve identified by carefully monitoring their responses.

• Start with a bit of small talk before beginning. This sets the tone for the rest of interview and puts the candidate at ease.

• Follow the interview questions you’ve prepared, but expand beyond as needed to further assess the applicant.

• Let the candidate do most of the talking. This is the best way to assess the applicant’s qualifications.

• Watch for body language (like sudden lack of eye contact) that may indicate that the candidate is uncomfortable with a particular situation.

• Always leave time for candidate questions. These can help you further assess a candidate’s level of interest and preparation.

Post-interview review

The candidate may have performed flawlessly in the interview and have impeccable credentials, and still not be the right person for the job. So do a careful review.

• Revisit the notes you made, and record any additional thoughts that come to mind. Pay particular attention to how well you think the candidate will adapt to your environment.

• If anyone else interviewed the candidate, get their feedback. What was their gut impression? Do they have any concerns that warrant further investigation?

• Review results of any tests or other assessments the candidate completed. If the results suggest training might be needed, consider whether the investment is warranted.

• Complete reference and other required checks (degrees earned, credit history, etc.). The candidate will generally supply positive references, go beyond them if necessary.

• Before you make your final decision, make sure that all steps you have taken along the way are nondiscriminatory and legally defensible.

• You’ve done your homework, make the offer.

Need help with hiring or other workforce issues, contact your Business Service Representative at 928-329-0990 or visit http://www.careeronestop.org/businesscenter/.

Information obtained from http://www.careeronestop.org/ businesscenter/