Interviewing Job Applicants

By the time that they turn eighteen, most people have been on at least one interview, whether it be for a job or a college or a scholarship. Experience teaches us what to say in an interview and what not to say; how to dress; how to act; and how to display our qualifications in such a way that the interviewer feels we are perfect for the job.

But what about when the roles are reversed? If you have been promoted to a position in which you must interview others for employment positions, then you should be well-versed in the interview process and what to look for in all of the applicants. Interviewing might seem easy on the surface, but just as with sitting on the other side of the desk, there are skills to learn that will help you improve.

Following are the eight B's to giving great interviews.

Be comfortable with your position.

If this is your first managerial position, then you might not be comfortable with your newly elevated status. They say that with power comes great responsibility, and this is true, especially in a corporate setting. You are now calling the shots, hiring new employees, and firing the ones who aren't working out. You might give raises, submit evaluations, and even sign paychecks.

People can sense whether or not you are comfortable with your station, and it all has to do with confidence. Before you call an applicant into your office, prepare yourself to be in charge. Practice interviewing skills with friends and family, or ask your superior for tips on the job. A great employer will be happy to help you succeed in your new position.

Be courteous.

Conversely to what was stated above, be wary of becoming too overconfident. You have been given a new set of responsibilities, but you are also still part of the same team, and you should treat all subordinates with the same courtesy you treat your boss.

This applies to your interviewee's, as well. Offer them coffee if it's early in the morning, shake their hand warmly, and ask if they have any questions before you begin. Don't appear too domineering or controlling because you won't be able to get them out of your office fast enough.

Be cognizant of the direction of the meeting.

As the interviewer, it is your job to control the direction of the meeting. This means that you ask most of the questions, you guide the conversation, and you let the applicant know when it is their turn to ask questions. If you see that the meeting is steering off-course, use communication skills to guide it back into focus.

Be organized.

If the applicant has already sent you his or her resume, have it ready on your desk before he or she arrives. Look it over to get a feel for the applicant's qualifications, and call in advance if you have any questions about their experience. Make sure that you have given specific directions to your office building, and that the applicant has your phone number in case he or she gets lost. When they arrive, don't fumble around trying to find supplies or documents; this gives the impression that you have no idea what you're doing.

Along the same lines, keep a neat and orderly desk, especially before meetings or interviews. Disorganization and messiness gives off the wrong signals, and can be a bad start to professional relationships.

Be flexible.

A few years ago, I was actively looking for a job, and I must have sent out a hundred resumes. When employers would call in response to my inquiries, they would say, "Hi, Kay, this is Mr. Doe from ABC Company, and we would like to see you in our office at eight o'clock Monday morning." The problem was that I would already have received similar calls requesting the same time, at nine o'clock, ten o'clock, and noon, and each would be on different sides of Oklahoma City.

Be sensetive to the fact that job seekers have looked elsewhere, and that they might have times that simply aren't good for them. If you only have certain slots open, give them a list of four or five and let them choose which works best for them. Empoloyers should remember that they are not the only ones who have obligations to meet, and that applicants have lives of their own.

Be appropriate.

If you are new to this, then you should brush up on the rules for interviewing applicants. The law dictates what an employer can and cannot ask during an interview, and the consequences of breaking these laws are severe. In your comfort with an applicant, you might inadvertantly ask the wrong question, and be prosecuted for the slip-up.

For example, an employer cannot ask if an applicant is married or has children. They cannot ask age (except to verify that you are over the minimum age requirement), religion, racial affiliation, political party, sexual preference, or ethnicity. There are many rules following the same lines, and you should have them memorized before you interview.

Be prompt.

If you are late for an interview, then you cannot expect the successful applicant to be on time for work. This will also tell the applicant that you have no respect for their time, no respect for your job, and no desire to behave professionally. If you schedule a meeting, be there for it.

Be definitive.

At the end of the interview, let the applicant know when he or she will be contacted regarding your decision. Let them know whether or not you will call either way, and on what date the applicant should call to inquire. Be honest about how you feel about the applicant's qualification, and if you have already made a decision, let him or her know. If there will be a second interview, let the applicant know when and where so that he or she can clear their schedule