This article was written by Jieyi, a former assistant professor of economics. His writing style is strong, opinionated, and sometimes sarcastic. I have modified his text to make it suitable for a general audience.
In this article, we will discuss best practices for hiring managers who are conducting interviews with potential candidates.
Establish why the interview matters
The interview is one of the most critical stages in the evaluation process. The interview helps ensure that the best-qualified candidate is hired, but it also allows the candidate to evaluate the unit and organization. As such, the interview is not just an opportunity for the hiring manager to learn about the candidate, but also an opportunity for the candidate to learn about the company. In addition, the interview provides the hiring manager with information on the job-related experience, knowledge, and skills of the candidate.
Walk through what hiring managers must do before the interview to set it up properly
Before the interview, hiring managers should plan ahead of time. This means providing the candidate with complete information in advance, as well as sharing the agenda with the names and titles of all participants. A lack of preparation has been identified as a key landmine in a guide to interviewing. Knowing how job seekers prepare is a foundation for effective interviews.
Explain the question strategy interviewers should follow when conducting the interview
When conducting the interview, interviewers should confirm that every question is essential to evaluating the job-related qualifications of the candidate before asking it. Behavioral interviewing is a technique that objectively measures past behaviors as a predictor of future results. Candidates are asked for specific examples of demonstrated behaviors or skills, rather than vague answers. For example, if you're looking for someone who works well with others, you might ask them to tell you about a time when they worked as part of a team to successfully execute a project. Specific and clear examples are required, rather than generalized answers.
Describe how behavioral interviewing helps surface soft skills and move beyond surface-level impressions
Behavioral interviewing helps get past first impressions and improve your hiring strategy. It identifies whether the candidate has the right soft skills for the company culture. Questions should be matched to the target role. If you're hiring someone who will need to supervise people, then you should ask questions about leadership. If you're hiring someone who will need to work closely with other people, then you should ask questions about collaboration.
Outline the legal boundaries interviewers must respect when questioning candidates
Interviewers must respect the legal boundaries when questioning candidates. Before offer of employment is made, interviewers are prohibited from asking about the existence, nature, or severity of a disability; condition causing disability; prognosis or expectation; whether individual will need treatment or special leave. Fair hiring laws, when properly applied and enforced, give every candidate a fair shake.
Cover the documentation requirements that apply to everyone involved in the interview process
All participants including search committee members must document evaluation and assessment in writing. Documentation saved in search file. Documenting all questions, responses, and assessments required to accurately demonstrate decision-making process.
Describe how the modern interview format has evolved and what types hiring managers should be ready to use
The modern interview format has changed drastically. Prepare for video screenings, multiple rounds of interviews, trial projects. Innovative interview techniques enabling some small companies to find the right candidate.