Daves' Tips #8
How do we structure an interview?
This will be a two-part answer. There should be at least two interviews with each qualified applicant.
Today we will address the first interview. It can take place in person or as a phone screen. In person may be less convenient for both you and the applicants; phone screening is what we recommend. Regardless of which format you choose, always have your questions written out and ready before you interview.
This interview should be a short, concise exchange of information that hits some key areas that are listed below. If in person, this time can also be used to get the initial paperwork and testing started.
The key areas that we recommend are:
- Job location
- The applicants current wages
- Their salary expectations
- What the position pays and is it hourly, salary, commission with draw, etc.
- Shift and days to be worked, if this will ever change and when
- Work history and reasons for leaving
By structuring the questions in this order, you may identify the applicants' transportation issues, the income their current lifestyle demands, shift requirements and work history. You will also get an impression concerning their attitudes about their previous employers.
The largest pitfall we see is that these key areas may not be mentioned until right before or when the job offer is made. At that point, too much time is invested on both sides, other qualified candidates are no longer available and we are forced to make a decision based on "We can work this out later."
Each phase of the screening process should be designed to confirm job suitability and fit, but an equally important aspect is to identify potential problems and conflicts as early in the process as possible.
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