Conducting the Interview

Once Interview preparation (covered previously in Bargain Book News) is completed, it is time to conduct the interview.  The following is an outline of the sub-steps used in conducting an interview.

* Set the Climate and Direction
* Gain Information
* Use open and close ended questions
* Listen (interactively)
* Test assumptions and inferences
* Give information to the applicant about the company/store/job
* The applicant's questions
* Wrap up the discussion

Setting the Climate and the Direction of the interview is a key part of the process, for if it is done correctly, you can find the appropriate information that will lead you to a good or even great employee.  First of all, introduce yourself to the candidate in a friendly manner.  Many candidates are nervous and this will help them let their guard down and allow you to learn about the real person.  Next, let your associates know that you are going to be in an interview and you do not wish to be disturbed.  This lets the candidate know you consider the interview important, and allows both of you to concentrate on learning about each other. 

Next, outline the interview process for the candidate. You already have written up an interview plan with questions, from the "Preparing for the Interview" phase.  Let the candidate know that you will be asking questions and taking notes throughout the interview.  Tell the candidate that he/she is welcome to take notes as well, and will have the opportunity to ask questions in the latter part of the interview.

The next progressive part of the interview is gaining information on the applicant.  This can be done in several different ways.  One is by asking open and closed ended questions.  Begin by using the open and closed questions that you have prepared on your guide sheet.  This will lead to more open and closed questions throughout the interview.  Be certain to place your notes on the guide sheet close to your questions as you conduct the interview. This will enable you to identify why you did or did not hire a candidate.  An example of an open question would be, "what were your responsibilities at your last job?"  An example of a closed question would be "How long did you work there?"

The next part of the interview, which is vitally important, is to work hard at listening to the candidate.  In an interview your objective should be to get the applicant to open up and talk rather than doing all of the talking yourself.  A skilled interviewer must be a good listener!  The 80/20 rule applies here.  You should do 20% of the talking and 80% of the listening during an interview!  One effective way to insure that this occurs is by using the silence technique.  Once you have asked a question, even if there is an awkward silence, don't bail the applicant out - wait for the answer!

Another key part of conducting the interview is testing assumptions and inferences.  As you listen to the applicant you will begin to make some assumptions about the match between your applicant’s qualifications and the job requirements.  Based upon the information you have uncovered in the interview, you probably will have both positive and negative inferences at this point.  You must test these inferences by probing and restating.  Pay special attention to what you are assuming about the individual.  Make every effort to understand the candidate.  Communication is a two way process.  Be certain to use your listening skills carefully in conjunction with probes and restating what the applicant has said.

Finally, you should be providing information to the applicant.  Conducting an interview is a two way street, gaining information from the candidate and giving information to the candidate.  This should include the following items:

* The company, its image, philosophy, mission, concept, history and values.
* The job; pay, job responsibilities, working hours, possibilities of internal growth, working conditions, etc.

Once this is completed you should once again ask the candidate if he/she has any other questions about the company or the position.

In our next session on the interview we will conclude with "EVALUATION AND FOLLOW UP".  Until then, "Keep on Minding the Store".