Screening Potential Candidates
There are a few employer methods for interviewing that you can use prior to an actual traditional meeting. These pre-interviews help you determine whether a candidate meets at least the minimum requirements for the position for which you are hiring. Performing these screening interviews can save both you and the applicant time and frustration. Choosing the best technique depends on several factors, such as where you will perform the screening, your urgency in filling the position and the number of qualified applicants you are considering.
Telephone interviews are somewhat lengthy phone conversations, typically lasting anywhere from 30 to 60 minutes, during which the interviewer will ask questions and gather information from the candidate. While you may call an applicant and ask if he can participate in an interview immediately, setting up an agreeable time will allow you both to prepare, providing the best results. Inquire about the applicant's experience, request further details regarding information on an application or résumé and obtain any other particulars you will need to determine whether you wish to bring him in for a face-to-face interview.
Group interviews can be beneficial if you have a large number of qualified candidates or are seeking to fill multiple positions. Interviewing applicants in a group allows you to determine those that stand out, have the best communication and leadership skills, and how well they interact with peers. You may wish to begin the interview with a presentation about your company followed by a question and answer session. If it will aid in your hiring decisions, you may also want to divide the group into smaller teams and ask them to work together to complete a task.
Impromptu interviews are ideal to use during job fairs, when a potential candidate walks in with a résumé or any time an opportunity presents itself. Unlike telephone or group interviews, you may not be able to take many notes during these spur of the moment meetings, so ask questions with direct answers that you are likely to recall later. Remember, this type of interview is primarily intended to screen an applicant; you can delve deeper at a sit-down meeting in the future, should you choose to do so.