Hiring an addition to your staff is an investment and you want to make
the right choice. While AurStaff will identify and recruit the highest
quality candidates for your position, the process culminates with the
candidate’s interview with you.
As important as it is for the candidate to prepare for an interview, it is
just as critical for you, the hiring official, to also have a plan.
This will ensure you are able to thoroughly evaluate the candidate and make
the very best hiring decision for your organization.
- Review the position requirements before the interview.
- The position’s responsibilities, knowledge, and skills
- Success factors what does it take to be a top performer in
- Expectations of the position
- Prepare interview questions in advance. Don’t
wait to decide on your questions during the interview. Preparing
them ahead of time will ensure that you hit on all of the important
points and enable you to gather all of the information you need
about the candidate’s skills, abilities, and the ability to work
within your company’s culture/environment.
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- Make the candidate feel comfortable. Ensure the
candidate is greeted in a friendly and professional manner, is made
to feel welcome, and is personally escorted to the interview
- Don't judge on first impressions. Sometimes
candidates who don’t make the greatest first impression end up being
the most outstanding employees. Allow candidates to fully present
themselves before making a judgment one way or the other.
During the Interview:
- Talk with the candidate about the position. Provide
a brief summary, including expectations of the position, general
responsibilities, who the employee would report to, and any major
challenges of the position. The candidate will then be able to offer
relevant examples and responses during the interview.
- Be flexible. Although you have your questions
planned in advance, don’t be afraid to let the conversation steer the
interview. Building questions from the candidate’s responses will also
help keep the candidate at ease.
- Listen more than you speak. In general, try to
spend 80 percent of the time during the interview listening while taking
notes and 20 percent talking. Otherwise, you will not be able to obtain
all of the necessary information you need from the candidate.
- Open it up to questions. A candidate truly
interested in the position will likely have some questions for you. This
is also the time when you may be able to uncover the motivating factors
behind the candidate applying for the position. If you aren’t able to
answer a question, tell the candidate you will find out and follow up.
- Stay within legal guidelines. There are certain
questions that are able to be asked during an interview and others that
are illegal. Understanding legal hiring guidelines before entering into
an interview with a candidate is critical. You may only ask questions
that relate to the job itself. You must refrain from asking any
questions that may have the potential to elicit bias.
- Promote your organization. This is an area that
many employers overlook during the interview but it may just make the
difference between hiring a talented candidate and losing the individual
to another company. Remember that you are competing with other
organizations for the very best talent. Just as candidates are selling
themselves to you, it’s important that you sell your company to them.
Talk about your company’s best attributes, what separates your
organization from the rest, and why the candidate should want to work
After the Interview:
- Be clear about the next step. Don’t leave the
candidate hanging. Be honest about what the candidate can expect
from you. If you promise to follow up, make sure that you do. Let
the candidate know a timeframe for your final hiring decision.
- Evaluate. If the candidate interviewed with
several people from your company, compare notes. Be ready to provide
examples from your interview.