Effective Interview Tactics:
Prepare, prepare, prepare! Remember bias and snap judgements!
Ask open ended questions, establish rapport and try to put candidate at ease and listen more, talk less
Use same criteria for each candidate and have scoring criteria
Keep questions job related!
Structured interview with behavioral and situational questions – more valid and reliable than unstructured
Personality Testing/Ability Tests if appropriate and job related
Candidate should always be able to have time to ask questions and you should tell them next steps!
Ineffective Interview Tactics:
Depending on the job, unstructured interviews can be a negative
Questions that give the ability to say yes or no should be avoided, as well as obvious/leading questions and questions that have no relevance to the job being applied for
Questions that violate EEO Laws (can get you in legal trouble)
Personal Experience:
I have not personally been in charge of hiring someone in my career thus far. I have, however, been involved in the hiring process in my current position, and I have noticed there are definitely things that we do that align with the lectures. We strategically craft our interview questions and create a rubric beforehand of what a good score and a bad score would mean. This applies to all candidates. That being said, the above is speaking about my time working at OSU. In my previous career, I noticed that it didn’t always run that way. Although I worked in a large corporation, HR gave the department management control of interviews and while I don’t think this is ultimately a bad idea, I think it definitely needed more oversight and structure to truly be effective. There was definitely not uniform procedures and scoring going on in most the interviews. I hope things are changing there, as I am learning those aren’t effective ways to get the best hires!
Sources:
Week 5 MGMT 453 Lecture
Hiring Employees: Conduct an Effective Job Interview | The Hartford
