Being a good judge of character is often times not enough to select the ‘perfect’ new-hire for your company.  Extensive reviews of resumes, combing through job applications and seeing the portfolio of an individual only gives a surface scan of the background and personality of each applicant.  Once you’ve gathered the information from each applicant, removed those that clearly don’t qualify for the position, and reviewed your schedule to identify its openings, the interview process can begin.

Scheduling the Interview

Assessing an applicant’s qualifications by talking to them is a highly subjective method of choosing employees.  When calling to schedule the interview, be lenient on what you may hear in the background, as it’s a poor criteria to base a first impression on. Calling to schedule the interview at a reasonable time tends to help this.  Also, allow for some leeway in the applicant’s schedule.  Rearranging their current situation may take some work, and the moment you call may not be a convenient time to do all that’s required.

Preparing for the Interview

Preparing for each interview you conduct will increase your chances of hiring the absolute best match for your company.  Gathering as much background information as possible will ensure that you ask the right questions during the interview.  The application for employment and resume give will give you a feel for the qualifications of the applicant; used in partnership with other screening methods, such as reference and background checking, you can gain a complete view.  After all, one of the most important qualifications a person must have for any job is the right personality to work well with the supervisor and co-workers, and you can’t get that information off a resume or application.

Conducting the Interview

During the interview you want to make sure that you ask questions that cover both job-related and hypothetical situations. Watch the applicant’s reaction to the questions looking for both enthusiasm and technical knowledge.  Note how they react to questions they may not know the answers to, whether or not they display an overall good attitude, and any other insights regarding the success or failure this individual may contribute to your company.

 Knowing What Not To Ask

Just as important as knowing the right questions to ask each interviewer, is knowing what not to ask. Questions related to age, family, marital status, pregnancy, gender, national origin and religion could result in a discrimination lawsuit -whether the applicant is hired or not.  Always ask questions that leave no room for interpretation as to your intentions. Access the knowledge and skills of the applicant as it pertains to the position they are applying for.
 

The key to a successful interview process is to be prepared.

• 1. Conduct the appropriate background checks to eliminate any applicants that are not qualified for the position.
•  2. Schedule the interview at a time that is convenient to both you and the applicant so that you won’t be rushing to get there, or rushing to leave.
• 3. Be prepared to answer questions about your company and the position itself.
• 4. Remain professional and consistent across all applicants to remove any doubt of favoritism, discrimination or unintentional bias.

Contact DataBase Records @ 1-888-449-8991 for additional information on How to Interview Applicants

The footwork is done, the job is posted, and applicant inquiries and resumes are pouring in. You are at a loss. What are you to do with this mountain of resumes and sea of employment candidates?

First things first, here’s how to

Screen Job Applicants

Your first step is to determine who actually qualifies as a job ÔapplicantÕ. If this is the first employee you are hiring, labeling persons as ÔapplicantsÕ is pretty straightforward: anyone who applies is considered an applicant. However, if you currently have fifteen or more employees, the EEOC requires you to keep all records of all applicants for a full year. In the interest of reducing paperwork and file maintenance, determining who is officially considered an applicant and who doesnÕt make the cut becomes far more important.

Next, decide how you plan to respond to applicants. Good business practice dictates the courtesy of a response for all applicants, even if you decide they are not suited for your position.

Outline the types of information you require from job applicants and what vehicle you will use to get it. Are you most comfortable comparing standard job applications designed by you or a staff member, or do you prefer to let applicants speak for themselves through resumes? What additional application materials could enhance resumes and applications?

Consider employee testing. Certain industries require testing of a specific nature, but testing is largely at the discretion of you as employer. Your specific employee needs will determine if testing is important and what testing you perform. Refer to your job description to decide if any requirements necessitate applicant testing.

Once you have identified qualified applicants through prescreening, use DatabaseRecords.com to verify their credentials and reliability. Our thorough background check will assure you that the applicants have a history that supports their applications and resume.