Interviewing Prospective Employees

There are several different philosophies when it comes to the interview process. Depending on the position being filled, some employers will look more closely at specific technical skills, others will be concerned primarily with how this individual will fit in with the team, and still others will

focus on an applicant’s enthusiasm and desire for the position. The need to handle specific tasks, supervise others, meet with clients, and/or work independently will factor into how you approach the interview process and make your assessment of the candidates.

Although you can get the answers to many questions from looking at a resume, it's important to hear each prospective employee respond to questions, so he or she can provide greater insight into his or her previous employment and education.

Among the questions you'll want to ask are:

What did you do at your last position?

What did you like about your last position?

Why did you leave your last position? Or why do you wish to leave your current position?

How would you describe your relationship with your coworkers? Supervisors? Clients or customers?

What accomplishments are you most proud of?

In which areas would you most like to improve?

What were your strengths and weaknesses?

You'll also want to find out about the applicant’s reasons for entering the field and their future plans or goals. Questions you might ask include:

What made you pursue this field?

What knowledge or experience would you most like to acquire to help you in this field?

What courses in college and/or graduate school do you feel were most applicable to your work in the field?

What are your long-term goals, or where do you see yourself in five or 10 years?

When talking about the job in question, you'll want to get a feel for how the individual will fit in and handle different situations. After explaining some of the basic tasks involved, you might ask questions such as:

Which of your past experiences will help you most in this position?

Would you be comfortable supervising x number of employees?

We use x computer software. Are you familiar with that system?

What other skills do you feel you can bring to this position?

If this position requires that you put in x number of hours per week or do some travel out of town, would that be a problem for you?

Look at other aspects of the position you're looking to fill, such as phone calls, client contact, sales, or marketing skills, and ask candidates how comfortable they are in handling such specific tasks.

You may also want to ask questions about the applicant’s education, particularly with younger candidates who are more recently out of school and have less work experience. Internships have become more common in recent years, and you should ask the applicant what he or she did, and  learned, from any internships.

If the prospective employee has large gaps in his or her employment history, you'll want to inquire about what he or she was doing during those time periods. You'll also ask what compensation the individual was receiving at the previous job, and what he or she is seeking in this job. Sometimes this is saved for the second interview. In other situations, where you are limited to a certain salary or hourly wage, you might state that this job pays x, or you might provide a salary range. This way you can determine early on in the process whether the applicant is at all interested.

Along with the questions and answers, you'll want to get a feeling for the comfort and character of the person sitting across from you. However, try not to read too much into body language, since most people are nervous on a job interview. It's more important that you get a feeling for what this person brings to the position from his or her past experience, and his or her manner of presentation. Candidates should dress accordingly for an interview, depending on the formality of the position. You should describe the position and mention any benefits package that will be included. It's also helpful, though not essential, to share with each applicant a little background information on the company.

You should end the interview by asking the applicant if he or she has any questions. Make sure you know the answers before responding, or make it clear that you can find out the answers and let them know. You do not want to misrepresent yourself or your company by answering incorrectly. It's crucial that any statements you make about the company or about the position be accurate.

And finally, you should thank each applicant for coming in to the interview and firmly shake his or her hand. It goes without saying that you need to be polite and professional throughout the entire interview process.

Along with the interview questions you should ask, there are several questions you should not ask, including:

How old are you?

What is your religion?

What ethnicity are you?

What is your sexual preference?

Are you married?

Do you have children?

Are you planning to start a family?

Have you ever done drugs?

Have you ever been arrested?

Also forbidden are any other questions that relate to personal information but not to the job. In addition, you should not touch an applicant, other than sharing a handshake.

If an interview goes well, you'll want to schedule a second interview with a strong candidate. This is the time to describe the job more thoroughly and discuss salary. It's also at this point that you might introduce the candidate to the person who will be his or her immediate supervisor, should that be someone other than yourself. In many cases, the supervisor will conduct the follow-up interview.

No matter how much you may feel that someone is right for a job, it's in your best interest to ask for, and contact, references. You'll also want to ask the prospective employee to sign a form allowing you to perform a background check. You should then take the time to do it. Check out past employers to make sure the applicant worked where they claim they did and, if possible, talk to a former supervisor. Also check that the applicant did attend the schools he or she listed on his or her resume or application.

Want more expert advice about the hiring process? Have you wondered how to use the Web to your advantage in recruiting? Our guide to online recruiting includes some general guidance on interviewing, reference checks, and other aspects of hiring, and it also tells you about the different online resources available to support your hiring and recruiting. Learn more about how to get the best people for your business with The Scoop on Online Recruiting.