How to Conduct Employment Interviews Generally speaking, the p

How to Conduct Employment Interviews
   There are generally three objectives to employment interviews: to match a candidate with a job; to explain the nature of a position (job requirements and responsibilities); and to promote the company to the public.
   Applicants for nearly any position in almost any field will go through an interview. At its worst, an interview can be a waste of time for everyone; at its best, an interview can reveal vital information about an applicant. A skillfully conducted interview can help the interviewer determine the applicant’s qualifications, integrity, ambition, and ability to communicate. Moreover, it can help the interviewee show his or her strengths in these same areas.
Let’s consider some of the procedures and methods used by a recruiter in conducting an interview and by an applicant in being interviewed.
Interviewer Responsibilities
   An interviewer is the link between a job applicant and the company. In many respects, he or she represents the company to the applicant and therefore should know the kinds of information applicants want to know about the company. For example, applicants may seek information on salary, new product developments, career advancement opportunities, company attitudes toward personal life and lifestyle, and so on. Recruiters have nearly the sole responsibility of determining whether or not an applicant will be considered for an available position; therefore, many of them play down their powerful role to put the interviewee at ease.
Structure of the Interview
   An interview has an opening, a body, and conclusion. Interviewers usually open by greeting applicants warmly. Interviewers also help promote a comfortable atmosphere by addressing individuals by name, using the correct pronunciation. A firm handshake is also beneficial for getting things off to a good start. Interviewers must be open with applicants. If they are going to take notes during the interview, they should let the applicant know why they are doing so. Although warm-up questions may be helpful, most applicants are ready to get down to business immediately. As a result, asking many warm up questions may be misinterpreted. Applicants may wonder about the motivation for such questions. Unless the interviewer has a good reason for proceeding differently, the best advice seems to be to move into the questions right away in a warm and friendly manner.
   The body of the interview consists of questions that achieve its purpose. Some guidelines to help interviewers through the body of the interview follow.
   1. Be careful of your own presentation. Talk loudly enough to be heard. Also, try to be spontaneous. Finally, a serious question can be confusing to an interviewee if it is delivered quickly or with a smile.
   2. Waste no time. Ask questions about things you already know only if you have some special reason for doing so. For instance, if applicants indicate employment with a particular organization but do not give a detailed account of responsibilities, questions about what the job entailed would be appropriate.
   3. Avoid trick or loaded questions. Applicants are always leary of questions that may be designed to make them look had. Anything that limits the applicant’s responsiveness will harm the interview.
   4. Do not ask questions that violate the law. Questions directed to a woman about her plans for marriage or children are not only irrelevant but also illegal. Any questions about marital status, family, physical characteristics, age, or education, are illegal if this information is not deemed to be an actual occupational qualification.
   5. Give the applicant the opportunity to ask questions. Usually near the end of the interview, take time to see if the applicant has any questions.
   Toward the end of the interview, the recruiter should summarize what the interview has accomplished. Without the summary, both parties may be unaware of any unfinished business. Interviewers should tell applicants the procedures for making the decision, when the decision will be made, and how the applicant will be notified. Then, they should close the interview in a courteous, neutral manner. Interviewers should neither build false hopes nor seem to discourage the applicants.