Interview Process
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Interview Process



Get tips on how to screen and select applicants!

Get tips on how to screen and select applicants!



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Interview Process Interview Process Presentation Transcript

  • The Interview Process
    DePaul University
  • Overview
    Phase 1: Before the interview
    • Step 1: Pick your top Candidates
    • Step 2: Conduct a Telephone Screen
    • Step 3 Create Interview Questions
    • Step 4 Create Interview Question Criteria
    Phase 2: The In-Person Interview
    • Step 1: Before the Interview
    • Step 2: During the Interview
    • Step 3: After the Interview
    Phase 3: Making the Offer
    • Step 1: Offer Checklist
    • Step 2: Have students come into the Office of Student Employment to fill out paperwork
    Click on View, Headers and Footer to change text footer.
  • Phase 1: Before the Interview
  • Step 1: Pick Your Top Candidates
    You should screen applications to determine who are the top applicants you wish to interview (usually 3-5 applicants)
    Determine your “must haves”: Which knowledge, skills, abilities (KSA’s) you want the candidate to come in with, versus what KSA’s you would be willing to train for once hired.
    Your top applicants are those who can perform the essential job duties and meet the minimum requirements
  • Tips for Reviewing Resumes or Application Forms
    Review the job description(s) for the position(s) you are attempting to fill. Note minimum requirements needed and refer to them often as you review resumes/applications.
    Check work experience for applicability to the position for which they are applying, length of time in each position, promotions or awards received, reason for leaving each position.
    Check educational background for qualifications necessary to successful job performance.
    Note special skills (i.e. computer software, office equipment).
    Note any questions that arise when reviewing the resume/application and ask those during a telephone screen
    Divide resumes into 3 groups
    Those that closely match job requirements and for which a telephone screen is appropriate
    Those who meet some requirements and may be considered secondarily
    Those those who do not meet the requirements at all.
    If necessary, screen the top group again to further narrow down the candidates. On average, about 10 resumes per open position should be sufficient.
  • Step 2: Conduct a Telephone Screen
    Once you determine your top candidates, perform a phone screen
    During telephone screenings, briefly describe the position, location, hours and salary range (if appropriate) and ask if the candidate is still interested in being considered.
    The phone screen allows you to asses if the candidate’s experience, qualifications, work preferences, etc. are in line with those of the department/organization and the position they have applied for
    Set aside a quiet place to talk
    Allow at least 15-20 minutes for the screening
    Remember you trying to determine if the candidate has the “must haves” before offering an in-person interview
  • Step 3: Create Interview Questions
    Interview questions should be job related and used to assess the knowledge, skills, and abilities necessary to perform the essential job duties
    The interview process and questions asked should be structured: This will help ensure that all candidates are assessed based on the same criteria and help reduce bias that may occur
    The interview should be conducted in the same manner and the same order for each candidate
    There are three main types of questions that allow you to thoroughly assess candidate’s qualifications:
    Usebehavioral interview(past behavior) questions to ask about specific experiences that the candidate may have that exhibits competencies needed for the job. Behavioral questions are designed to assess the critical knowledge, skills and abilities required for a job based on requirements in the job description. Past behavior is the best predictor of future behavior!
  • Interview Questions Continued
    2. Use situational questions (future behavior) to create a scenario that is representative of specific activities and responsibilities on the job. These questions are created from critical incidents (examples) of good, average and poor behavior regarding the essential job duties required for the job.
    For a list of behavioral, situational, teamwork questions etc., click here . Please note that you will need to change the phrasing of the questions to suit your specific needs.
    3. Ask job related-questions to assess necessary knowledge, skills and abilities (KSA’s)
  • Step 4: Create Interview Question Criteria
    Develop criteria for interview questions in order to determine if an answer is good, average or poor
    You want to create a standardized framework from which to distinguish between good, average and poor candidates.
    Creating criteria for possible answers to interview questions, will help to mitigate subjectivity in the selection of a candidate.
    This will help distinguish candidates and give you a measure for what determines a “good” candidate.
    Qualifiers should be decided on by the hiring manager, as well as team members the applicant would be working with if hired, as well as person who may be in the current position
    The chart below displays elements that determine what factors would qualify as a good , average or poor answer from a candidate
  • Phase 2: The In-Person Interview
  • Step: 1 Before the Interview
    Contact candidates to set up an interview-give at least one day notice
    Remind the candidate of a request to bring a resume to the interview, confirm date, time, & location
    If they will be meeting with more than one person, provide names and titles
    Read all paperwork-including cover letter, resume, and application. Make notes based on the paper work and determine what job related questions to ask
    Make sure you have a room and time set aside so that you will not be interrupted in the middle of an interview
  • Step 2: During the Interview:
    Greet the candidate; ask them to have a seat.
    Main goal is to make them feel comfortable and welcome.
    If you have required a resume, ask them for a copy
    Go over a brief outline of what you will be going over during the interview so they know what to expect
    Example: “ I am going to go over the job description with you and answer any questions you may have. Then I will ask you a few questions and answer any questions you may have”
    Ask the structured interview questions you have developed (see phase 1)
    Remember to ask all candidates the same questions
    Do take notes during the interview
    Goal: To gather information and assess the candidate’s past experiences,
    knowledge, skills, and abilities, as it relates to the job.
    Remember, past behavior is the best predictor of future behavior!!!
    • Title VII of the Civil Rights Act prohibits employers from asking questions regarding race, religion, color, sex, national origin or other protected classes.
    • Use this chart as a guide of what NOT to ask
  • Step 3: After the Interview
    You have conducted interviews and narrowed your list down to those few candidates you would like to hire-now what?
    Your next step is to conduct a reference check.
    Make sure you set aside a quiet place to talk with minimal distractions and as few interruptions as possible
    Make sure you also communicate with those students whom you did not hire.
    Sample Communication:
    Dear [Insert Name},
    It was a pleasure meeting with you to discuss your background and interest in the [Job Title]position within our department. We appreciate your time, throughout the interview process. We did have several highly qualified candidates for the position and it has been a difficult decision, but we have chosen to pursue another candidate who we feel is best qualified.
    We do thank you for your interest in [Company Name]and we wish you the best of luck in your future endeavors.
    Enter Name
  • What to ask?
    When conducting a reference check, your main goal is to get an idea of the duties and responsibilities that candidate had in their last job, as well as rapport with management and co-workers. Do note that answers may be limited due to company policy
  • Phase 3: Making the Offer
  • You are at the end of the interview process! You have found a good candidate, and are ready to hire!
  • Questions or Concerns?Please feel free to contact the Office of Student Employment/Career Center at any time.
    Loop Campus
    DPC 9400
    1 E. Jackson Blvd.
    Chicago, IL 60604
    Phone: 312-362-5599
    Mon. – Thur.: 8:30am – 6pm
    Fri.: 8:30am – 5pm
    Lincoln Park Campus
    SAC, Room 192
    2320 N. Kenmore Ave.
    Chicago, IL 60614
    Phone: 773-325-7431
    Mon. – Thur.: 8:30am – 6pm
    Fri.: 8:30am – 5pm