Having in place a well defined interviewing process is a good way to streamline and optimize your company's hiring process. We've provided some helpful interviewing tips to assist you in being effective in this highly competitive market climate.
Conducting the Interview
Keep it positive--be friendly and relaxed--smile! Establish a positive interview environment that demonstrates your organization as a good place to work.
Refresh your memory by reviewing the candidate's resume shortly before he or she arrives.
Be on time for the interview. Show the same respect to the prospective candidate that you would have him or her show to you.
Personally greet the candidate at the lobby and bring him or her back to the interview room. Introduce yourself, and anyone else who may be participating, and provide business cards.
Avoid interruptions--close the interview room door and forward the phone to voice mail.
Put the candidate at ease. If you have coffee, soft drinks, or water nearby, offer them something.
Be conversational. It is a good idea to begin each interview with some small talk and some simple questions to help establish good rapport. An effective interview should not be an interrogation. Begin by speaking in general terms about the position, job description, and requirements. Save more technical and complex questions for later in the interview. Avoid the legalities--don't ask questions about race, marital status, age, religion, handicaps, national origin, # of children, etc.
In today's IT market, you must be as effective at marketing your company as you are in interviewing to fill an open position. Be prepared to describe the benefits of working with your company and within your organization. Be prepared to discuss the benefits of the technology environment, the challenge of the position (project scope, depth of knowledge required to be successful, etc.), management commitment to the project, continuing technical education available, career path, your own positive personal experiences, and general company success information (sales figures, market dominance, stock prices, size of company, industry/market trends, etc.).
At the conclusion of the interview be sure to thank the candidate for their interest. Let the candidate know what to expect once he or she leaves. Explain how long the decision making process will likely be, and who will follow up with them and when.
If a team interview, debrief with the other team members immediately following the interview (schedule time for this). Review impressions, likes and dislikes, as well as technical abilities.
Make every effort to make a decision within 24 hours to either reject the candidate, bring the candidate back for another round of interviews, or extend an offer. The candidate's interest in your opportunity will be at its peak during the first 24 hours after the interview.