II. Hiring a new employee
I. Types of interviews
Structured screening interview
Done properly a structured interview can be a very effective and defensible screening device. It is an interview that meets the following criteria:
- all questions are job-related and developed from the tasks detailed on the position description;
- all questions are prepared in writing, in advance, and read to each applicant;
- all applicants are asked the same questions;
- brief notes are kept of the applicant's responses;
- in some cases, a scoring device is used to rate the applicant's responses.
Structured interviews may be conducted by a single individual or a panel of up to 3-4 people and can be conducted in person or by telephone. A structured interview provides a more detailed analysis of quality and length of experience, problem-solving abilities, oral communication skills, depth of technical skills and knowledge, and related specific characteristics. This type of interview usually takes no longer than 30-45 minutes.
The goal of a structured interview is to screen the applicants, using objective criteria, to a pool of one to three candidates who can then be referred to the hiring supervisor.
Interview with hiring supervisor
Candidates referred to the hiring supervisor should be properly screened so that each of the candidates interviewed at this stage has demonstrated that he/she has the skills and knowledge to do the job.
This interview should focus on whether the employee will want to do the job; the individual's motivations and interests; and whether the individual's goals and aspirations fit well with the overall mission, values, and plans of the college. This type of interview is more like a discussion than the structured interview.
This is also the time to give specific information to the candidate about the position so that there is a clear understanding of the tasks and expectations. Be careful not to elaborate on the tasks in a way that will make the job appear more glamorous, interesting, or challenging than it might be in actuality. Do not make or hint at promises that you may not be able to keep.
The hours of work, starting and ending times, salary, location, support staff (if any), benefits package (contact Human Resources for a benefits brochure), organizational structure of the college, and other related information should be explained to a candidate who is a serious possibility for a job offer.
last revised: 2/17/2012
last reviewed: 2/17/2012