1. Assess the job before the interview. What is the role of the job?
- Talk to the person leaving the job to find out what the job entails.
- Ask how the job could be done more efficiently – adding/deleting tasks.
- Talk with customers (internal and external) and end users to assess their needs.
2. Identify the job’s “key factors” for success.
- What knowledge-based experience is needed to do this job? (example, education)
- What transferable skills are necessary to succeed? (example, communication)
- What personality traits will be needed to do this job? (example, friendly)
3. Prepare questions to ask during the interview.
- Prepare questions based on identified “key factors.”
- Include questions that ask for examples of past behavior in previous jobs.
- Prepare a list of secondary questions to probe deeper.
4. Include all interviewers in the plan/process.
- Provide each interviewer with a list of “key factors.”
- Make a list of suggested questions for each interviewer.
- Each interviewer should cover a specific area of concern.
5. Objectively review the results and rate the candidate after the interview.
- Collect input from each interviewer.
- Rate each candidate using the “key factors.” (rating scale – example 1-5)
- Make a hiring decision based on consensus feedback.
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