RETAIL INTERVIEWING SKILLS

Preparing for the Interview

The effectiveness of an interview is determined to a large extent by the way that it is planned.  Therefore, the first step is very important.  There are three sub-steps involved in this preparation.  These are the following:

A.  Reviewing the position's job description
B.  Reviewing the candidate’s application
C.  Developing a "guide sheet" for each specific interview

Reviewing the Specific Job Description

Before you can make an appropriate selection of an applicant for the job; you must have an accurate understanding of the accountabilities and measurements by which the employee will be evaluated.

If you do not have specific job descriptions for each of your team members, there is no better time than the present to develop one.  Put down on paper the individual areas for which you want this person to be accountable.  Under each of these accountabilities list the knowledge and skills that are necessary to accomplish the job.   Then write out how you will measure if they have successfully met the requirements.

Reviewing the Application

Whatever application form you use, be certain that it is specifically designed to meet current EEOC requirements.  When reviewing the application, your objective should be to determine the match between your job requirements as listed in your job description and the qualifications of the candidate listed on the application.  Here are some very important things to keep in mind as you review each application:

*Check for gaps in employment-ask open ended questions to determine why the applicant was out of work during those various time frames.

*Look for "achievements" listed in areas other than work history.  Look for people that have had a solid work history, but also look for over achievers!

*Look for a progression of responsibilities in previous employment...ask them how they developed in their career.

*Look for "job hopping" in their record.  You don't want to replace this person just a few months down the road.

Develop a Guide sheet for Structuring the Interview

Review the selection standards from the job description, plus any special job dimensions that you feel are important now that you have begun interviewing.  Review each applicant’s background data.  Note any confusing or incomplete information, with a note *Area of Focus.  Then formulate questions which will clarify the incomplete or confusing data.  If the candidate can't easily explain it, you may have caught them lying.  Complete the planning sheet by noting focus areas for all areas of question on the applicant’s paperwork, keeping in mind the selection standards that you have determined for this position.  Formulate questions for each of these areas. 

In our next edition, we will cover "Conducting the Interview".  If you would like a sample copy of a guide sheet with an application that uses the guidelines discussed, please send me a self addressed stamped envelope and I will send you a copy "snail mail".

Mark Zobrosky
2236 Stonehaven Road
Kernersville, NC  27284