Interviewing-An Overview

The Complete Hiring & Interviewing
Guide 2009

Interviewing-An Overview

It's common for individuals who are searching for a job to prepare and even practice for an interview. But what most employers disregard is the power behind effectively preparing to conduct interviews.

Before sitting down for interviews, the person conducting the interview should have a list of well thought out questions to ask the applicant. It is also helpful to have a list of specific personality traits and mannerisms they're looking for during the interview.

There are a few other factors we should be aware of as well—human factors that we all can fall victim to, but which we can usually control if we are aware of them.

Leniency or Stringency:
This is a tendency to rate candidates too severely (so that none of them meet your exacting criteria) or being too easy on them.

Halo/Horn Effect:
If the candidate before the candidate you are interviewing was very good -- or very bad, this can radically influence your rating and perception of the candidate you are PRESENTLY interviewing. This is the 'halo effect'.

It's like having to give a speech in a wedding - just AFTER the best speaker in the room has spoken. Your speech may be very good but unfortunately people will tend to judge it subconsciously against what they have just heard. As an interviewer, try not to make this mistake.

Other examples are where attractive candidates are viewed more favorably than unattractive candidates; or tall candidates are seen as more proficient than short candidates.

Error of Central Tendency:
This is our tendency to give average marks to most candidates. Nobody wants to go out on a limb.

Primacy-regency effect:
Be aware of what psychologists call the 'Primacy-regency effect'. This is where most interviewers remember, what happens at the beginning and at the end of the interview, but tend to forget what happens in the middle. So give the candidate an even break by considering his entire 'performance'.

Stereotyping:
A male who applies for what is predominantly considered a female position has to be twice as good to get the position

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Personality Traits & Mannerisms

Enthusiasm & Energy level
Confidence
Appearance
Level of preparedness- did applicant bring extra copies of resumes, a portfolio if appropriate to the position, letters of reference or paper to take notes? Do they have a lot of background knowledge of your company?
What types of questions did the applicant ask regarding the job?
Nonverbal behaviors

During the interviews, you'll want to provide the applicants with more information about the job to help them determine whether the position would be a good match for them as well. Sometimes the candidates you feel are the best match will later decide based on information learned at the interview that the position really is not for them. It is in your best interest to find this out before making your hiring selection.

While it is not considered good interviewing etiquette for the applicant to ask how much the position pays, it should be brought up and discussed by the interviewer during interviews that seem to be going well.

If the salary is a fixed amount, one that is already budgeted for, you'll want to provide this information to the applicant since it will help rule out individuals who were in need of higher incomes or additional benefits from those that you can offer. Be sure to discuss health benefits in detail, any stock options or retirement plans, and paid time off programs during interviews that are going well, as these are all important factors to people who are looking for a new job.

There are also many topics that you, as the employer, should never ask your interview candidates. For example, you should not ask if the applicant has children or has plans to have children in the future. See our later section for more details on this.

After each applicant's interview, you should jot down some notes as to your impressions of the candidate. This will enable you to remember details about each applicant after you've conducted many interviews. If you have a reason based on the interview not to hire a person, you should include this in your notes so that you do not need to spend any more time on that particular candidate and as a legal record.

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