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Tips for Interviewers
Interview Tips | Commonly
Asked Questions | Questions
to Ask a Potential Employer
- An interview is not a dialogue. The whole point of
the interview is to get the applicant to tell you his or her
history and give you information. Limit your own remarks to
a few pleasantries to break the ice. Let them do the talking.
- To avoid dead-end questions; ask questions that require
more of an answer than "yes" or "no." Start
with "Why, how, where, what kind of . .
- Ask one question at a time.
- Ask brief questions.
- Start with non-controversial questions. A good place to start
with is the person's background. This allows you and the applicant
to become comfortable, make eye contact, etc.
- Don't let periods of silence fluster you. Give the
person a chance to think of what he/she wants to add before
you hustle into the next question.
- Don't worry if your questions are not as beautifully phrased
as you would like them to be. A few fumbled questions
will help put your applicant at ease.
- Don't interrupt a good story because you have thought
of a question or because the applicant is straying from the
planned outline. If the information is pertinent, let the person
continue, but jot down your question so you will remember to
ask it later.
- If the applicant does stray into non-pertinent subjects,
try to pull him/her back as quickly as possible. Example: "Before
we move on, I'd like to find out .....".
- It is often hard for an applicant to describe persons or
situations. Give them time. An easy way to begin
is to ask him to describe the person's appearance.
- Interviewing is one time when a negative approach can be
more effective than a positive one. Ask about the negative
aspects of a situation. For example when asking about an employer
ask "I hear he is a real jerk to work for - hard on his
people."
- If an applicant tells you a story or describes an event -
determine where the applicant was or what his or her role was
in this event. Interrupt to ask "did you see this yourself
or hear it from others?" then let them continue. Evaluate
the content of what was shared. The applicant's judgment, trust,
ability to keep a secret or divulge confidential or privileged
information.
- Normally do not challenge accounts you think may be inaccurate.
Instead, try to develop as much information as possible that
can be evaluated later.
- Or, tactfully point out to the applicant that there
is a different account or contradictory information of what
he or she is describing, if there is. Observe the reaction
/ response.
- Try to avoid "off the record" information.
- Don't let the applicant control the interview. You
ask; they answer.
- Interviews usually work out better if done in private without
interruptions.
- End the interview at a reasonable time. An hour-and-a-half
is probably maximum. First, you must protect the applicant
against over-fatigue: second, you will be tired too.
- Don't use the interview to show off your own knowledge, vocabulary,
charm, or other abilities. Answer their questions and briefly
sell your business as a good place to work.
- A second interview is always recommended. Both you and the
applicant will be more familiar and have new questions. The
third interview is usually the hiring intervie
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