When this is the first contact with the applicant, you should modify the format in Tip #8 to gather that information. Then proceed with this portion.

Before this interview, set appointments and clear your schedule so that you can focus completely on the interview process. Setting the stage in this manner emphasizes the importance of the decision you are about to make.

We recommend that you create a file that contains:

After the introduction and basic rapport building, tell them exactly what to expect during the interview. Something along the lines of; "I have your integrity survey and assessment results and there are a few items that I would like to follow up with. After that, I have several questions regarding your past positions and work situations that you have experienced. During this time, I will be taking notes so I can recall our discussion accurately. When this portion is completed, I will be happy to answer any questions that you may have. We have x-number of minutes so lets get started, shall we?"

Keep control of the conversation. When they try to take charge by asking questions, compliment them on the question and ask them to remember it for the final portion of the interview. Remind them of the format and time frame and then move forward. This technique is not offensive and rarely needs to be used more than once or twice to re-establish the flow.

If you answer the candidate's questions before you are done with your questions, the candidate will tell you what they think you want to hear instead of their actual experiences.

Take notes; by writing down the key words of their responses, you will be surprised at how easy it is to recall the entire conversation.

When you have completed your questions, answer the candidate's questions to their satisfaction. A word of caution here; if there are secondary or panel interviews to follow, make sure that you do not divulge information to the applicant that would give them an unfair advantage.

Immediately following your interview, write a critique based on the candidates actual responses and overall performance during the interview. This should be objective and consistent for each applicant so the group of finalists is compared accurately.