Collecting Pertinent Information During the Interview

Since past behavior predicts future behavior, look for the candidate's behavior "patterns" as you collect information. For example, has the candidate enjoyed "big picture" work or detailed analysis more? Is he/she more of a generalist or more of a specialist? Often, by listening to how the candidate responds to your questions about previous jobs, you will be able to get a very good idea of what their behavior will be like in the future.

Try not to offer too much detailed information up front so that the candidate will be able to formulate answers that exactly fit your company's needs. Don't put the right words in his/her mouth. Remember, the candidate may be looking to say the right thing to impress you.

Ask questions that focus on the candidate's past performances. For example, if the job, such as an office manager, demands an individual who is well-organized and handles paperwork easily, you may want to ask, "How do you keep track of your own schedules and desk work in your current position?"

Ask specific, structured questions in regards to specific problems that the job holder may face. Focus on past behavior and the results of the candidate's actions in a particular situation. For example: "As the customer service representative, you may encounter a few unhappy customers who will yell and scream at you over the telephone or in person. Have you had any experience dealing with difficult customers? Who was the most difficult customer you had to deal with? What was the situation? How did you resolve the problem?"

Notice how well the candidate listens and responds to the questions asked.

Note the candidate's choice of words and non-verbal behavior. Are they answering your questions clearly?

Listen to the questions the candidate asks. Clarify the reasons why the questions are being asked. Notice which questions he/she asks first as they may be his/her primary concerns.

Take detailed hand-written notes concerning job related topics that will help you distinguish the candidates from one another (especially if you will be conducting several interviews). Help yourself remember each candidate and each interview clearly.

Record information pertaining to the set criteria that will help in the evaluation of candidates.

Organize and analyze the information immediately after the interview when memory is fresh. Don't try to remember everything, it's impossible. One idea is to "rate" each candidate on each of the criteria immediately following the interview.