The goal of the face-to-face interviewing process is to answer some basic questions:

) Can the candidate do the job and do it well?

) Is he motivated and interested in the position?

) Will he fit into our corporate culture?

Once you have determined who you’re going to interview in per- son  it is best to have a well-defined interview process clearly in place  Set aside the appropriate amount of time for your top can- didates  Decide which other members of your team you’d like to meet with the candidate  you will have a more complete and bal- anced perspective if several people within your organization meet the candidate  In addition to the human resource representative and reporting manager you may want to add one or two people with whom the candidate would be working.

Let the candidate know what to expect from the interview: How many people he will meet with and how much time he will spend at your company. Read the resume to be sure you have a good understanding of the candidate’s experience, but use it as a guide for the interview rather than a complete roadmap.

Consider the location of the interview The location is a reflection of the company. Select one that is quiet, neat and professional.

While many interviewers tend to assess a candidate on a more emotional level in the first few minutes of meeting  you want to go beyond your “gut instinct” and have a more quantifiable means of evaluating each candidate  Take the time to organize and be prepared.

 

To ensure that your interview remains focused, prepare a list of questions centered on the key competencies you’ve defined for your ideal candidate  you will want to use a variety of techniques to learn as much as possible  including open-ended questions behavioral questions  and periods of silence to gauge the candi-date’s responses to each  Interview questions fall into several main categories.