Don’t forget the purpose of the interview—to determine whether the candidate is the best match for the job. Skilled interviewers are able to focus on the requirements of a particular job and how closely a candidate matches those requirements.
Make sure you understand the job description. Talk with the supervisor or manager so you are clear about what he or she is looking for.
Clarify up front what the job entails. At the start of the interview, make sure the candidate understands as much as possible about the opening—the duties, the responsibilities, and the necessary skills.
Stay on target. Keep the interview focused on what’s required for the job and how good a match the candidate is.
Rein in the interview when necessary. Interviewees who are nervous or who don’t have a good response to a question may ramble. This is especially true if you have not explained the job thoroughly. Make sure you keep them speaking on point.
Don’t ask personal questions. Interviewers don’t want to have personal information, especially if it relates to the candidate’s ethnic background or religious affiliation. If they do, it could lead to a claim of discrimination under Title VII of the Civil Rights Act.
Make objective personnel decisions. Before you interview any candidates develop a set of factors on which a decision will be made—such facts such as experience, education, specific job skills, and evidence of communication or management skills are all valid business reasons that should be considered.