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Interviewer
After the Interview
Create
interviews quickly and easily with questions matched to the key requirements
for the job. Choose from over 600 interview
questions listed under 48 skills and abilities. Also included
are over 400 interview questions for 34 supervisory skills and abilities.
The 1,000+ interview questions include over 300 behavioral questions.
Use the Interviewer's
Question Bank
Hire the right person.
Del Still, author of High
Impact Hiring provides the answers to a smart hire. Use
his exclusive 7 step process to hire right, sample forms and 175 sample
questions to ask
What questions
are you allowed to ask the candidates' references
as well as what information references are allowed to give?
"References" are often reluctant
to give you information because they fear that they may be subjected to a
lawsuit or other legal action. Fortunately, in most states, the
reference provider is protected by law unless this person gives false or
slanderous information.
Ask references to verify information you
have received about the candidate's qualifications during the interview.
I would also ask open-ended questions such as: "Tell me about this
person's most valuable contribution. Summarize this person's performance
in the technical aspects of the job. How well did this person's work
habits help or hinder her/him? In what areas would this person
benefit from additional training or coaching?"
Finally, ask: "Who else should I
contact regarding this person's past performance?"
This is a brief description of the process you should follow.
See "High Impact Hiring" for a more complete treatment of this subject.
How do I tell an applicant that they
didn't get the job?
Before you contact the candidates that have not been
selected, be sure that your selected candidate has been presented with and accepted your
offer in writing. Following this, it's up to you to decide whether to contact the
others by telephone. In any case, you should follow-up with a letter. It's not
necessary to explain why the person was not hired unless you feel compelled to do so. In
any case, your follow-up letter should remind the candidate that your company may be
interested in talking with them should an appropriate opening become available.
Here's a sample script for a telephone contact.
"Hello <candidate>, this is <name> from
<company>. I'm calling to bring you up to date on the selection process for the
position of <position> you applied for. We were very fortunate to have an
opportunity to talk with you and the other candidates and thank you for your
interviewing
with us. <candidate>, I have selected another candidate for this position based on
the best match between this person's qualifications and the requirements of the job.
I wish you all the success in your current job search."
Here's a sample letter.
<heading>
Dear <candidate>:
Thank you for your interest in <company> and
interviewing with us. We were fortunate to have interviewed a number of candidates
for the position of <position>. I have selected another candidate for this
position based on the best match between the job requirements and the person's
qualifications. We will keep your resume on file should another opening come up that
matches your qualifications. Best wishes in the future and for your current job
search.
Sincerely,
<your name>
<title>
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