Provided by the International Finance Corporation
After you have selected the applicants you wish to meet with, it pays to plan out the interview in advance. Having a fixed agenda, knowing what questions you will ask, and what information you will provide, can speed the process and reduce the time you have to spend with each candidate. It also goes a long way in providing uniform information regarding the job applicants.
The purpose of the form you can download below is to provide useful tips for you to interview and select job candidates in the most effective way. The second part serves as a guide to enable you to objectively evaluate a candidate’s suitability for employment. You may adapt it to reflect your business needs, job description, products and services you offer.
Just fill in the specific requirements for each dimension based on the job description. Score (from 1-lowest to 5-highest) each of them and use comments to support your assessment.
JOB INTERVIEW SCRIPT
The purpose of this script is to provide useful tips for you to interview and select job candidates in the most effective way. You may adapt it to reflect your business needs, job description, specific skills and competencies required.
When the candidate arrives, use a friendly, businesslike attitude, summarize the purpose of the interview and give an overview of how you have planned to organize it.
“Welcome. Thank you for applying for [job title]. First, I would like to hear about your previous job experience, education, your personal interests and anything else you would like to tell me. Afterwards, I will give you more information about our Company and the vacancy you applied for, and answer any questions that you might have. How did you hear of the opening?”
The discussion will then focus on the candidate’s education and work experience. Questions should be adjusted to the candidate’s level of experience. In addition to discussing the experience itself, it might also be helpful to discuss why the candidate has changed jobs in the past, the length of previous positions, chronological gaps in employment, etc.
Select specific follow-up questions for each job that allow you to focus on the skills and competencies you require. Ask for specific examples of behavior that could help realistically predict future behaviors. Ask clear questions one at a time and let the applicant answer uninterrupted. Try to follow the chronological order since chronology reveals patterns in behavior. For instance, you could select some of the following questions:
- What is your greatest achievement at work?
- Were you ever part of a work group? If yes, what was your role? Give an example of a successful project you were part of. Why was the project successful? What was your contribution?
- Tell me about a major obstacle you had to overcome.
- Think about an occasion when you needed to choose between two or three seemingly equally viable paths to accomplish a goal. How did you make your decision?
- Describe the work environment in which you would be most effective.
- What are the characteristics of a good boss/supervisor?
- What are three examples of the kinds of behaviors, actions, or attitudes you are most likely to conflict with at work? Can you give me an example of a situation you addressed in the past? How was it resolved?
- What, in your experience, motivates your best, most successful work? Can you give us an example?
- What role does your manager or supervisor play in your personal motivation at work?
- What interested you the most about this position?
- What are the three most important attributes or skills that you believe you would bring to our company if we hired you?
- What would you change or improve? How do you go about continuing to develop your professional skills and knowledge?
When you think you have gathered enough information for the decision, you can ask the candidate if he/she has anything to add, and then provide more information on the Company and the job. Tailor your presentation as appropriate to your interest in the candidate
“Before we start talking about the Company and the job, is there anything else about your background you would like to cover?”
Close the interview by giving the candidate the chance to ask for clarifications. If you have already decided not to offer him/her the job, you can let them know at this point and dismiss them cordially. You don’t need to provide the specific reasons why you have rejected him/her.
“Do you have any other questions or comments about us, the job, or anything else?”
“Thank you for your interest in our Company and for coming in today, but we won’t be able to offer you this position.”
If you think you have found a good candidate, you can explain the next steps of the selection process and explore any doubts or reservations he/she might have.
INTERVIEW ASSESSMENT TEMPLATE
The purpose of this form is to serve as a guide to enable you to objectively evaluate the candidate’s suitability for employment. You may adapt it to reflect your business needs, job description, products and services you offer. Please fill in the specific requirements for each dimension based on the job description. Score (from 1-lowest to 5-highest) each of them and use comments to support your assessment.
|1. Minimum Position Requirements||Score||Comments|
|Required technical/language/physical skills|
|Prior relevant experience|
|2. Personal characteristics|
|Interest in the Company|
|Teamwork/good fit with the staff|
|Overall personality and confidence|
- Candidates career goals:
- Salary and benefits expectations:
- Candidate agrees with working conditions required: Yes No
If not, please indicate hindrances:
- Candidates availability:
- Candidate’s major strengths
- Major areas of concern
Recommendation: HIRE REJECT