The
Pre-Screening Interview
Using a Pre-Screening Interview
allows interviewer to ensure
that only the most qualified
candidates are granted valuable
interview time. The screening
process by phone call, although
brief, will provide insight
into manner, history, focus
and professionalism. A candidate
who passes this stage can be
booked into a full interview.
The Screening Interview
Companies use screening tools
to ensure that candidates meet
minimum qualification requirements.
Screening interviewers often
have honed skills to determine
whether there is anything that
might disqualify you for the
position. Interviewer will hone
in on gaps in the employment
history or pieces of information
that look inconsistent. He needs
to know from the outset whether
the candidate will be too expensive
for the company.
Some tips for maintaining good
screening interviews:
- Check candidate accomplishments
and qualifications.
- Personality is not as
important to verifying candidate
qualifications.
- Be tactful about addressing
income requirements. Ask the
candidate for a range.
- Write a note during
interview
The
Behavioral Interview
Behavioral interviewing techniques
operate on the assumption that
past behavior is a reasonably
accurate predictor of future
performance. Use standardized
methods to mine information
relevant to candidate competency
in a particular area or position.
Depending upon the responsibilities
of the job and the working environment,
interviewer focus on the description
of problem-solving skills, adaptability,
leadership, conflict resolution,
multi-tasking, and initiative
or stress management. The candidate
explains how you dealt with
the situations. This interview
maximizes the candidate’s
responses in the behavioral
format:
- Evaluate the transferable
skills and personal qualities
that are required for the job.
- Any of the candidate
qualities and skills included
in the resume is fair game for
an interviewer to press.
The
Audition
For some positions, such as
computer programmers or trainers,
companies want to see candidates
in action before they make a
decision. For this reason, you
might take candidates through
a simulation or brief exercise
in order to evaluate their skills.
An audition can be enormously
useful as well, since it allows
you to demonstrate a candidate’s
abilities in interactive ways.
To maximize on auditions, remember
to:
- Clearly explain to candidate
the instructions and expectations
for the exercise.
- Treat the situation
as the candidate is a professional
with real responsibility.
The
Group Interview
Interviewing simultaneously
with other candidates can be
disconcerting, but it provides
the company with a sense of
candidate leadership potential
and style. The group interview
helps the company get a glimpse
of how candidates interact with
peers-if they are timid or bossy,
attentive or seek attention.
The interviewer might call on
a candidate to discuss an issue
with the other candidates, solve
a problem collectively, or discuss
peculiar qualifications in front
of the other candidates. This environment might seem
overwhelming or hard to control,
but there are a few tips that
will help you navigate the group
interview successfully:
- Draw on a paper a simple
plan of the group with each
candidate’s name. Have
one witness writing a note on
each candidate
- Establish dynamics in
the group.
- Treat everybody with
respect while exerting influence
over others.
The
Follow-up Interview
Companies bring candidates back
for second and sometimes third
or fourth interviews for a number
of reasons. Sometimes they just
want to confirm those candidates
are the amazing worker they
first thought. Sometimes you
have difficulty deciding between
a short-list of candidates.
Other times, the interviewer's
supervisor or other decision
makers in the company want to
gain a sense of each candidate
before signing a hiring decision.
|
