Interviewing Tips for Employers

Decide who should be part of the Interview Team and which method to use: one-on-one interview with one person; interview panel for ½ hour or hour interview; candidates meet different members of the team in one-on-one interviews every ½ hour or every hour.

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Prepare a list of questions for interviews related to the position. Create scenario questions that relate to the position and ask candidates how they would handle the situation. Ask for examples of how candidates solve problems.

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Prepare some general questions about candidates’ background, strengths, weaknesses, their best supervisor in the past, what they liked and disliked about past positions

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Ask candidates what they know about the position and your organization to see if they did any research before the interview

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Make sure the Interview Team has candidates’ resumes so they can ask questions about their past experience helpful resources.

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Make sure you introduce Interview Team with names and titles so candidates know who they are speaking with and can direct their answers properly.

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At the beginning or end of the interview, explain the responsibilities of the position, hours, special exceptions like the need for overtime or flexibility of schedule. Then ask candidates why they think they are qualified.

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Be aware of illegal questions such as: do you have child care; will you be having a baby soon, etc. The question must be related to the position; for example, “Can you be on time for the job?” is okay to ask since it is important that all employees start on time.

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Allow candidates to summarize or ask questions at the end of the interview and let them know about the next step and the timing for decisions.

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Set up separate interview evaluation forms for each candidate with a grading system so you can keep track of which candidates you liked. After a whole day of interviewing, it’s unlikely you’ll remember all the details without some notes.

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