810 Quincy Street | Rapid City, SD 57701
(605) 342-5630
(605) 342-2172

Tips for interviewing job applicants

Amanda-Dokter-headshotThere is nothing more important in the hiring process than the interview.  It’s an opportunity to

obtain needed information from an applicant and to share information about your company.  It’s the crucial process that will help you find the right fit for both the open position and your company.  Like an applicant, there are a few things that a hiring manager should do before, during and after an interview.  Below are a few tips to help you successfully navigate your next interview.

  • Be prepared.  Before you conduct any interviews set aside time to review the job description/duties, make sure you know what you are looking for, and develop a set of interview questions you will ask.  Being prepared can greatly reduce the stress that goes into interviewing.  When developing questions remember to avoid questions that could reveal protected information (race, age, gender, national origin, religion, disability, health, marital status, etc.)
  • Be consistent.  Whatever you ask one applicant you must ask the rest (that’s why you need to prepare your interview questions before hand).  If you make one applicant complete an assessment or activity, you better have all the applicants do the same.  Be consistent is the best way to avoid any claims of discrimination.
  • Take notes.  The best way to remember how an applicant answered a question is to write it down.  I recommend having your questions printed off on a piece of paper that leaves you room between each question to write down the applicant’s response.  When taking notes always be factual/objective, never write down items that are your perception or observation.
  • Don’t talk too much.  Remember the 80/20 rule.  You should only talk about 20% of the time while the applicant talks 80% of the time.
  • Follow-up.  Always remember an applicant may also be one of your customers.  So follow-up with all your applicants.  Let them know if you aren’t going to send them to the next round of interviews or hire them.  Not knowing is torture for an applicant and can lead to a bad impression of your business.

Happy hiring!

Amanda Dokter

Amanda Dokter

PHR, SHRM-CP at Ketel Thorstenson, LLP
Originally from the southwest suburbs of Chicago, Amanda has spent the last 10 years working in human resources in both for-profit and not-for-profit industries.
Amanda Dokter

Latest posts by Amanda Dokter (see all)

    Share
    Tweet
    Pin
    +1
    Share
    X