Georgia Department of Labor Michael L. Thurmond, Commissioner

Know Types of Job Interviews
Although there are many types of interviews, the exploratory and job-specific types are the most common. Exploratory Interviews l are designed to determine preliminary job suitability and interest l occur at job fairs, in on-campus recruiting, and in response to an applicant’s inquiry l may be done over the telephone or in-person Job Specific Interviews l may be done by an individual or a team l will usually be done face to face l follow a structured format l provide information about the job opening l include specific questions relating to job requirements l may sell the company’s benefits, growth opportunities, etc. l should allow the applicant to ask questions l should tell the applicant what will happen after the interview

3. Plan Sufficient Time and Appropriate Environment for Interviews l Determine how much time should be allowed for the entire interview process l Allow time for testing if applicable l Include time for reviewing application and résumé just before interview l Allow time for applicant to ask questions l Leave time for writing up your notes l Plan an appropriate environment free from distrac­ tions, noises and interruptions 4. Prepare Basic Questions l Allow a couple of minutes to build rapport l Develop a list of questions that will provide a wellrounded evaluation of the applicant’s qualifications l Be sure to include questions that will help assess the applicant’s self-management skills as well as job-specific skills l Ask what the candidate would do in a given situation l Limit questions to job-related matters l Avoid questions regarding protected characteristics such as age, sex, and race l For more information on Equal Opportunity visit 5. Practice Effective Listening l Talk less and listen more l Listen for information that connects the applicant’s skills and behaviors to the job description l Listen “between the lines” 6. Consider Interview Options l Telephone Interviews - Save valuable time when there is a large number of applicants - Streamline the screening process by asking a structured set of questions by telephone - Show the candidate’s ability to speak succinctly about previous experiences and accomplishments

Seven Steps in Preparing for the Interview
Since the outcome of the interview process depends on ad­ vance preparations, these reminders may help you with your interview planning. 1. Prepare Job Description l A well prepared job description contains a job title, job location, tasks, preferred knowledge areas and skills, educational requirements and salary range l You can create a customized job description by visiting 2. Review Résumés and Applications l Scan for appearance l Look for omissions l Review work history for consistency


DOL-4439 (R-5/05)



Traditional Interviews - Use a single interviewer - Involve a structured set of questions in a face to face interview Team Interviews - Consist of two or more interviewers on a panel - Save the time it would take to set up two or more separate interviews - Enable interviewers to compare impressions right after the interview

Pitfalls to Avoid
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7. Evaluate the Interviews l Be consistent in your approach to evaluation, testing and reference checks l Assign numerical values to factors evaluated l Total numerical values and use high scores as a guide to selections


Using acronyms Reading the application or résumé back to the applicant Talking down to the applicant Talking about yourself Interrupting the applicant, as long as he or she is saying something relevant Hasty decisions Questions that may violate equal opportunity laws Making judgements based on culture or educational differ­ ences Stress interviews (In which an applicant is deliberately put on guard, made to feel uneasy or tested for a purpose known only by the interviewer), unless clearly job-related

No matter how seasoned the interviewer, a well developed interview plan will help to achieve a successful employee selection process.

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