CHAPTER 8Many new as well as experienced interviewers
prepare sufficiently for their meetings
with applicants, but when they're face-to-face, they don't know how to proceed.
What should they do first? Jump right in with the first question? If so, what should
that first question be? Should they let the applicant start out by asking a few questions? Or perhaps the interviewer should begin by providing information about the
job and the company; but won't that give too much away? Is there a correct order in
which information should be provided and received? Maybe no one should say anything at the outset. Allowing silence might let the applicant settle in and feel at ease.
But isn't silence awkward? Won't that make the applicant feel even less comfortable?
And once the process is under way, how can interviewers encourage applicants to
continue talking but still keep them on track? Then there's the matter of ending the
interview: Is there a point when interviewers know definitely that it's time to close?
These are all excellent questions concerning the components of an interview.
Let's identify and explore these components, thereby making some sense out of how
to proceed with the face-to-face meeting.
Establishing an Interview Format
Every interview requires a structured format. The format is beneficial to both interviewers and applicants, providing interviewers with a checklist of sorts, ensuring
coverage of all the necessary data, and assuring applicants of a comprehensive exchange of information. The format of an interview should incorporate five critical
|Making introductory remarks about what is to take place during the interview|
|Asking questions about an applicant's education and prior work history as they
relate to the requirements of the job, as well as about relevant intangible qualities|
|Providing information about the job opening, its salary and benefits, and the organization|