I have successfully completed the Lynda certification for Interviewing Techniques and have created a PowerPoint presentation of my bottom line points. Any and all feedback would be greatly appreciated.

1. Lynda:
Interviewing
Techniques
Samuel Swope

2. Recruiter Prep
▪ Determine the purpose of interviews you plan to conduct.
▪ Hiring is the goal of interviews but not the purpose.
▪ The purpose is to provide insight into a candidates values and if this is what the
candidate is looking for.
▪ Know your company culture and selling points.
▪ Know the answers to common questions.
▪ Be able to show why your company is the one to work for.
▪ Clarify expectations in order to clear up confusion.
▪ Some candidates have no clue what they are applying for.

3. Recruiter Prep
▪ Part 1: Interviews
▪ Who will be involved?
▪ Where and how will the interview be conducted?
▪ When will it take place?
▪ Share with candidates.
▪ Part 2: Preparation
▪ What does the candidate need to do or provide in advance?
▪ What should the candidate bring along to the interview?

4. Recruiter Prep
▪ Part 3: Timing
▪ What is the candidates time frame?
▪ What is the target date that the company is looking to hire a candidate?
▪ Provide feedback and time frames to the candidate.
▪ Update the candidate of changes and ask for updates from them as well.

5. Questions
▪ Ask creative questions.
▪ You will discover candidates credentials (knowledge, experience, accomplishments,
etc.).
▪ If asked consistently you will better be able to compare candidates.
▪ Creative questions can reveal red flags.
▪ Candidate questions can reveal a lot about their character, priorities, and
interests.
▪ Quantify your questions.

6. Interviews
▪ Interview basics.
▪ A successful interview is:
▪ When you get the information you need.
▪ When the candidate has a good experience.
▪ Structure (open, exchange of information, then close).
▪ Screening interviews:
▪ Automated screening first.
▪ Usually on the phone interviews are next to see if the candidate should move on in the process.

7. Interviews
▪ Courtesy interviews:
▪ Get to know the candidate.
▪ See if they would be a good fit for another opening or a future opening.
▪ General interviews:
▪ Thoroughly review resumes to read “between the lines.”
▪ Get to know them before interviewing.

8. Interviews
▪ Behavior interviews:
▪ Reveal…
▪ Ability to solve problems.
▪ How they handle team work.
▪ Conflict resolution reaction.
▪ Panel interview:
▪ Everyone should review the resume and prepare questions in advance.
▪ Inform the candidate how they will interact with everyone on the panel if hired.
▪ Limit the number of people on the panel.

9. Future actions
▪ Professional network.
▪ Networking is one of the best ways to find tip tier candidates.
▪ Can get referrals.
▪ Not about the size but rather the quality of your network.
▪ Keep in touch.
▪ Try to reach out at least bi-monthly.
▪ Include contact information in case they lost it.