This article by Mark Wade appeared in the November 2002 issue
of “The Grower.”

1. Consider conducting telephone interviews prior to personal interviews -- this can be an effective final screening device.

2. Determine appropriate foundation questions in advance, including questions you may have about the candidate’s resume.

3. Try to avoid two- or three-on-one interviews. Multiple interviews are more effective when more than one opinion is sought (which is recommended).

4. Avoid interruptions. Other than helping to keep you on task, this shows respect for the applicant.

5. Allow sufficient time for each interview -- it is too big of a decision to rush.

6. Allow the interviewee to exhibit his normal behavior by creating the proper environment.

7. Set the interviewee at ease and explain the interview process.

8. Allow the candidates to “tell you about themselves.” What they choose to say provides valuable insight about themselves. Do they start with their childhood, college, first job, family situation, etc.?

9. Use positive body language. Maintain eye contact and use a warm tone of voice.

10. Ask for permission to take notes, but make them brief -- your focus should be on the interviewee.

11. Ask a variety of questions, such as general, ambiguous questions; value judgment questions; and short, to-the-point questions.

12. Probe choice points for reasons for past actions or decisions.

13. Allow candidate comments to direct follow-up questions, and then probe for additional information.

14. Use follow-up questions that ask for examples. Interviewer: “Do you consider yourself to be a leader?” Interviewee: “Yes.’ Interviewer: “Can you give me some examples of instances where you took a leadership role?”

15. Interrupt the interviewee for additional information or explanation when needed.

16. Conduct a conversation -- don’t ‘grill’ the applicant.

17. Use good listening skills.

18. Paraphrase, restate, and verify your understanding of the applicant’s answers.

19. Don’t anticipate your next question -- listen.

20. Don’t be too judgmental or defensive. And don’t assume -- keep an open mind.

21. Don’t lead the interviewee into a given, desired response.

22. Read and interpret the interviewee’s body language, facial expressions, and tones -- focus on how he responds rather than on the content of the verbalization.

23. The interviewee should do 80 percent to 90 percent of the talking.

24. Remember, you are not gathering facts but assessing behaviors (the resume should provide the facts).

25. Don’t try to ‘sell’ the interviewee on the position until you are sure he is the candidate your want.