Effective Interviewing Self-Test
Place a check mark in front of the items you are currently doing as part of your normal interview process.
If applicable, I ask candidates to bring samples of work they completed at other companies to the interview.
I start my interviews on time, and I check with the candidates to see what their time limitations are before beginning the interview.
I review the candidate’s application and resume completely prior to the actual interview.
I have developed a list of questions that I use for each candidate applying for the same job.
At the beginning of the interview, I take steps to help the candidate feel comfortable and at ease.
During the interview, I focus on what the candidate has done elsewhere (this is the best indicator of what he or she will do for you).
During the interview, I ask a variety of different types of interview questions to obtain a thorough picture of the candidate’s qualifications and other success indicators.
During (or at the end of) the interview, I provide information about the job, the company, and our benefits. I work to “sell” strong candidates on the position and on the company.
I let the candidate know what the next step is in the interview process at the end of the interview.
I feel confident that my interview questions all comply with all Equal Employment Opportunity Commission laws; I am especially careful of my questions in more informal settings, such as during lunch with the candidate or driving the candidate to the airport.
I check multiple references on final candidates before making a decision.
I ensure the candidate signs all Consent to Release Information forms prior to checking references, and prior to conducting a background check on the candidate.
I ensure that final candidates for a position meet at least one or two other company employees during the interview process, and I check with those employees regarding their opinions before making a hiring decision.
I check with the department or building receptionist (whoever initially greets individuals and asks them to complete an application form) to determine what the candidate’s behavior was toward him or her, before making a hiring decision.
My top three strengths as an interviewer are:
1.______
2.______
3.______
The top three areas of improvement I discovered during this exercise (items not checked on the list) are:
1.______
2.______
3.______
My action plans to implement improvements back on the job are:
Action Plan Description Target Date Comments
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