The four segments of an interview are:
- Opening (makes the applicant comfortable; speak about the organization and the job).
The first three minutes will determine the tone of the interview.
- Body (asks background, situational, and job interest questions; discuss employment
conditions; clarify resume information)
- Closing (give applicant an opportunity to ask questions about the organization, job
benefits, and advancement opportunities; tell the applicant when a decision will be made,
and establish how soon the applicant could report for work, if selected)
- Evaluation Period (the individual conducting the interview prepares a summary of
the interview along with his or her observations).
ASK JOB APPLICANTS ONLY FOR INFORMATION THAT IS DIRECTLY
RELATED TO THE ABILITY TO PERFORM THE JOB.
1. Document the job requirements that will be covered in the interview.
2. List the knowledge, skills, abilitie s or competencies which are required to perform the
critical tasks of the position.
3. Think about what you are looking for that will support the essential elements of the
4. Design questions which verify the candidates have the knowledge, skills, abilities, or
competencies required to perform the critical tasks of the job. Ask questions which begin
with “How would you handle the following situation…? Use typical examples of
situations which may arise in the performance of the critical tasks, i.e.:
Competency: ABILITY TO RESPOND TO DEADLINE PRESSURE.
Question: Describe a time you made an extraordinary effort to meet a
deadline. What did you do and what were the results?
Competency: CUSTOMER SERVICE.
Question: Give me an example when you were working with a client who
was unhappy with the service they were receiving from you. What did you do
and what were the results?
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