2. Determine your purpose of the interview
● What set of skills or experience are you looking for?
● Are you attempting to attract the best talent, cover weaknesses in a department, or
upgrade marginal employees?
● Determine the weakness/weaknesses in your department
3. Know your company’s culture and selling
points
● Why would someone want to work for your company?
● Recognize your company culture
● What makes your company stand out from the competition?
4. Understand the available opportunity
● Breakdown responsibilities by specific percentages
● Clarify required credentials
● Determine the potential for advancement (define advancement & clarify timing and
requirements)
5. Clarify Expectations
● When conducting interview, determine the following:
○ Who will be involved in the interview?
○ Where and how will it be conducted?
○ When will it take place?
● Preparation for the candidate:
○ What do they need to do or provide in advance?
○ What should the candidate bring?
● Timing:
○ Describe how and when feedback will be provided
6. How to make a good first impression
● Sourcing:
○ Focus on the candidate
○ Present sample opportunities
● Online Application:
○ Test the process
● Phone screening:
○ Focus on the candidate
○ Keep it short and simple
● Interview preparation:
○ Provide information about technology
○ Set a specific length of time
○ Provide the names of everyone involved
7. Ask creative questions consistently
● Consistent questions
○ Ensure accurate comparison
○ Make candidates memorable
○ Ensure legal compliance
○ Uncover red flags
○ Reveal best prospects
8. What candidates questions reveal
● Shows level of preparedness
● Reveals priorities and interest
● Indicate level of interest
● Reveal red flags
● Ask clarifying questions
● Ask to reveal stories
9. The benefits of quantifying answers
● Clarifies candidates answers
● Reveals the truth behind candidates answers
● Ask open ended questions
● Ask for a rating of 1-10
10. The basics of conducting an interview
● Opening, exchanging information, and close
● Always end on a positive note
11. How to conduct a screening interview
● Automated screening process
● Conduct screening interview
○ Inquire about skills and experience
○ Determine if they should move on in the process
12. How to conduct a general interview
● Thoroughly review resume
○ Promotions
○ Accomplishments
○ Projects
○ Interests
○ Goals
○ Successes and failures
● It’s a conversation, not an interrogation
13. Behavioral Interview
● Conducted after the screening interview
● Face-to-face
● Demonstrates commitment
● Relates to:
○ Job function
○ Culture
○ Core values
○ Competencies
○ Experience
○ Skills
14. Panel Interview
● Interview prep:
○ Review candidates resume
○ Prepare questions in advance
● Candidate prep:
○ Encourage research
○ Provide names & titles of interviewers
● Follow up with interviewers right away
● Follow up with candidate within 24 hours
15. Add to your professional network
● An effective network is made up of people with experience and contacts in your industry
● Every interaction is an opportunity to network
● Stay engaged
○ Share relevant information
○ Facilitate connections
○ Attend industry events
○ Stay active on social media
16. Keep in touch
● Position yourself as an expert for the candidate
● Establish bimonthly contact
● Bimonthly candidate email
● Stand out in search results
● Develop a social media presence
● Update Linkedin profile
17. Create brand awareness and get referrals
● Effective communication is essential
● Social media
○ Follow up on industry blogs
○ Write articles relative to your niche
○ Develop comprehensive website
○ Build out your Linkedin profile
