THE INTERVIEWING PROCESS WORKSHEET

Use the following worksheet to evaluate yourself. Click here to open and download it. The point values demonstrate the relative value of each step and each behavior. You can use them to score yourself. We will use the points to evaluate each other during the live workshop.

VIDEO TRANSCRIPT

Conducting the interview has several stages. The following information describes the process for the whole interview.

Frame

Framing an interview sets the tone and dynamics for how the interview will go. Many interviewers do not give enough attention and importance to the initial positioning. They assume candidates know why they are there. As a result, they briefly review the agenda and then jump right to the first topic without taking time to create an appropriate climate and to frame expectations carefully.

Unclear expectations may lead to misunderstandings and frustration on both sides.

The goal is to clarify expectations and to align both interviewer and candidate. It involves clarifying the following elements at the beginning of the meeting:

Rapport (introductions)
Intention (confirm the position for which the candidate is to interview)
Outcomes (what will be accomplished by the end of the interview)
Agenda flow (what topics are to be addressed)
Timing (time frame for the interview)

Assess

Once rapport has been built, the interview becomes an assessment. We recommend that you spend the next 30-40 minutes asking questions and assessing skills, abilities, and personal characteristics, probing received answers, and following-up with more.

Remember that the first problem in interviewing is the gap between what you know about the candidate and what you need to know to make a good decision.

We are often asked why we jump right into the assessment without first better describing the position or the organization. Frankly, this is indeed a debatable choice, but here’s the rationale. A well-prepared candidate will be able to listen to your descriptions of the company and role and then be able to adjust her responses to what she THINKS you want to hear. The less information the candidate has up front about your assumed preferences, the more likely you will get authentic responses.

Sell

Our second problem in interviewing is the potential gap between the candidate’s current attitude toward the job, and the attitude you’d like him to have about the job. Relate to the candidate by understanding what he might be interested in learning about the position and your company based on your assessment. Strategize ways to customize your descriptions appropriately and do it. Follow the same process when he asks you questions.

Selling your organization and the specific job have many parts. They include you having to:

Describe the position and team fully
Describe the company and how the position fits into the strategic picture
Provide both benefits and negative aspects about working there
Describe your background

Give a balanced report. Avoid unrealistic descriptions of the job or the organization. It sets the candidate up for failure by establishing expectations that can’t be met. Tell the truth. He’ll find out eventually anyway.

Answers

Now that you have completed the SELLING phase of the interview, it is important to provide the candidate a chance to ask questions.

This is also an opportunity for you to assess how the candidate thinks and processes information. What someone wants to know is quite telling. Be sure not to invite questions until after the ASSESS and SELL steps of the interview; otherwise, as mentioned, the candidate can take the answers you provide and use them in her answers to your questions.

This process is as simple as asking:

What questions do you have?

Give the candidate time to think up some questions. Make sure not to appear evaluative or judgmental about what questions are asked. It is important not to shut down the candidate.

Once you have answered the first question, facilitate additional questions until the time is up or until the candidate runs out of them. Then, it is time to close the interview.

Close

Address and confirm any next steps. In your head, privately make sure you have had all your questions answered.

Don't forget to say, “Thank you!”