Interviewing candidates is one part of the recruitment process. Prior to conducting an interview, a job analysis should be performed, (as necessary) a recruitment requested and an interview plan developed.
It is recommended that interviews be structured (i.e., a standard set of questions asked of all candidates).
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- Document decisions made about the selection process as they are made.
- Select an interview panel.
- Write behavioral questions based on the position's essential functions.
Write the interview introductory statement to include a:
- Explanation of interview format;
- Brief overview of your organization; and
- Brief description of the position.
Write the interview closing statement to include:
- Thanking the candidate;
- Asking if the candidate has any questions; and
- Explaining the notification process.
- Prepare a benchmark guideline.
- Provide interview panel members with questions, introductory and closing statements, benchmark guideline and score sheets.
- Provide candidates with essential functions of the position.
Consistently interview all candidates.
- Ask follow up questions as necessary.
- Document all candidates' responses to questions.
In most interviews, questions relating to the following topics are off limits:
- national origin
- marital status
- parental status
- gender identity or expression
- sexual orientation
- genetic information
- political affiliation
- criminal record
- financial/credit history