Episode D.013 Conducting A Suitability Interview

Part 2 - The Suitability Interview
Before we start on conducting the interview remember where we are in the process. You wrote an advertizement for a position based upon the knowledge, skills, and certifications for a job. You screened the 1 page resumes and selected the candidates who appear qualified for the position. This second step is to interview candidates and determine who is the best fit for the company and work group.

Pre-Meeting Steps

1. Meet with anyone participating in the interview to discuss the selection process and interview.
2. Provide participants with a list of questions asked during the interview.
3. Confirm the logistics for the candidate interview time and location.
4. Ensure a comfortable interview room and location.
5. Familiarize yourself with your list of Eligibility and Suitability Requirements for the position.
6. Ensure that you won’t be interrupted by phone calls or visitors.
7. Review the candidate’s application, resume, references, and other relevant documents.
8. Have information on the position and organization available for the candidate.

Interview Steps
Special Note: do not open the session talking about the company, your hopes or desires for the position, etc. You will tell them how to answer the questions. If they don't know what you want the odds are they answer more truthfully.

1. Greet the candidate and make him/her comfortable and relaxed
2. Describe the interview process briefly and emphasize you will be taking notes.
3. If you have any questions about their Eligibility (the ability to do the job) and a test is available, do it now.
4. Once any questions from their resumes have been asked, focus on understanding past behaviors by using open-ended behavioral questions.
5. Have them tell you about their experience with prior employers - both the good and bad, focus on why it was positive or negative and what they learned:
   • Most Positive Experience and why
   • What did they learn from the experience
   • Most Negative Experience and why
   • What did they learn from the experience
6. Why did they leave their previous employer or why are they leaving if still employed.
7. If there has been a time lapse between now and their previous employment - ask why.
8. Ask them what intrigued them about your offer.
9. If they are hired, what are their expectations of the job?
10. Take brief notes on each Suitability Issue during the interview process.
11. Take time at the end of the interview for candidate questions, be prepared for the following: Job Requirements, Pay and Benefits, Bonus – if any, Growth Opportunities. Record questions the candidate asks for later review.
12. Review your selection process and next steps with the candidate.
13. Mention your appreciation of the candidate’s time and interest in the position.

Post-Meeting Steps

1. Review your interview notes to make sure they are complete.
2. Have each individual in the interview rate the candidate individually without discussion.
3. Discuss your interview results and selection decision with interview participants.
4. Sort the candidates into 3 groups Yes, No, and Maybe.
5. Once the sort is completed, resort the Maybe group into Yes or No.
6. Rank Order the Yes candidates from best to worst and establish a go/no go line
7. Everybody below the no go receives an email thanking them for participating and ask if you can keep their record on file for other positions.
8. Call the top candidate and make them the job offer.

Next Show: ​D.014 Creating An Onboarding Process