Download sample documents under Tools & Templates to create your own personalized version of recruiting letters, forms, and candidate assessment tools.
Develop a list of interview questions and a ranking form that rates critical qualifications and characteristics on a scale of one to five.
Before your initial meeting with a candidate, make sure you:
- review the job description
- carefully review the resume
- prepare your questions
- straighten your office or interview area
- prepare something to take notes with
- forward your phone
Behavioral interviews provide the interviewer with the opportunity to understand how the candidate has performed in the past as the best predictor of performance in the future.
The goals of the behavioral interview are to develop rapport with the candidate, and to probe for information from past behavior which will provide insight into the candidate's motivation, mental abilities, interpersonal skills, values and other competencies important to success in the position.
Behavioral-based questions will enable the candidate to do most of the talking, which allows the interviewer to assess the candidate's potential for success. Questions formulated for specific job positions should be relevant to the identified competencies, experiences and requirements for success in the position.