How to conduct an Interview

Your candidate has arrived on time. They look sharp, have a firm handshake, and look you in the eyes and smile as they introduce themselves. This person is perfect...right? Maybe not. There are any reasons why we interview, but the biggest one is the easy fact that things aren't always what they seem.

You want to start your interview with casual small talk to effort to ease the nerves of your candidate (interviews can be scary!!). Be aware of your candidate's body language. Without even asking a singular question you can ordinarily recognize any character traits that can let you know a lot about the person. If your candidate seems like they are very nervous, start with questions that allow them to de facto "brag" for a moment. This will typically boost their confidence sufficient for you to get a good read through the interview.

As you are asking your "core value" focused questions, trust your instincts. If you don't feel you got a sufficient response to a question, dig deeper with more probing questions. Also, if a candidate's response ever raises a "red flag" to you, always ask more questions until you are satisfied. If you still can't get a satisfactory response, this candidate is most likely hiding something that would bar them from getting an offer. Be aware of this and make appropriate notations.

If you have retrieved sufficient data that you feel you can make a good decision, begin to close your interview (this can sometimes happen very quickly, don't feel obligated to have a long interview if you do not have to). Ask the candidate if they have any questions. Elaborate to them your clubs hiring procedures. Forewarn them that you are working with a few more candidates, and after discussions with your supervisor you will feel them with your next move. Give the candidate a definite date, and call them by that date.

"Do's and Don'ts"

Do be professional...you are representing your company
Do take notes
Do ask as many questions as you feel necessary
Do thank them for meeting with you.
Do refer back to your notes
Do have knowledge of Equal Employment opening laws. There are any topics that de facto and legally can not be discussed (race, gender, religion, disability, etc.). **Most clubs provide guidelines to these topics concerning interviewing.

Don't "lead" their answers...this ordinarily happens when you like the candidate, but they are not powerful for your position.
Don't do all the talking. They should be speaking about 75% of the interview.
Don't interrupt. Let them finish, and even give them a pause before you speak again to make sure they are done. (you would be amazed what people will say to fill silence!!)
Don't imply that they are hired.
Don't show the way the interview in the food court or at a Starbucks. Distractions are bad for you and the candidate.