1. Gather the Screening Tools You've Created
2. Conduct Phone Interviews
3. Conduct Formal Interviews

STEP 1: Gather the Screening Tools You've Created

• Behavioral Interviewing Questions
• Candidate Evaluation Form (pdf version MS Word version)
• Criteria Matrix (pdf version MS Word version)

STEP 2: Conduct Phone Interviews

A phone interview is a good way to screen candidates in order to find who you want to bring in for a formal interview. When conducting a phone interview:

• Focus on the person you're interviewing. Don't put the candidate on hold, take other calls, etc.
• If the interview is impromptu, make sure the candidate understands it's an interview and not just a call to clarify information on their resume. Ask if it is a convenient time for them; if it's not, reschedule.
• Carefully plan conference-call group interviews so that everyone knows who will ask particular questions. Don't talk over each other.
• If you need to make a comment to a colleague during the phone interview, remember YOU HAVE SOMEONE LISTENING. Use the mute button, or act as if the candidate is sitting in your office when talking about them.

STEP 3: Conduct Formal Interviews

During the Interview, be sure to:

• Put Candidates at Ease
• Get Thorough Answers
• Seek a Balanced View
• Stay in Control

Put Candidates at Ease

At the beginning of the interview:

• Make them physically comfortable
• Ask warm-up questions
• Tell them you'll be taking notes
  

Get Thorough Answers

Sometimes the candidates answer you thoroughly. Sometimes they only give a surface answer.

• Don't just go on to the next question. Persist in asking follow-up questions until you feel they have thoroughly and satisfactorily answered your question.
• Learn to tolerate silence. Don't get nervous and rush on to the next question if the interviewee pauses to think. Tolerate the silence. If the interviewee is worried that they're spending too much time formulating an answer, assure them that you'll wait.

Seek a Balanced View

Sometimes we form an opinion about someone after talking to him/her very briefly. The opinion could be valid, or could be based on a misunderstanding of what the candidate said. Dig down to make sure that your opinion is justified by seeking to balance your view. Ask questions that could bring out another side of the story. This will help to either correct or confirm your opinion.

Stay in Control

Sometimes the interviewee will go off on a tangent, and give you more information than you want…or information you don't need. Interrupt and ask a question to get things back on track. Time is limited; use it to get the information you've targeted as important.

View a Sample Interview at the SOM - Click the On-Line Learning icon at left to see a five-minute audio show. (If your computer lacks audio, you will have the option to hear the audio over your phone.)

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Created by the Office of Organization Effectiveness