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After the Interview

Create interviews quickly and easily with questions matched to the key requirements for the job.  Choose from over 600 interview questions listed under 48 skills and abilities.  Also included are over 400 interview questions for 34 supervisory skills and abilities.  The 1,000+ interview questions include over 300 behavioral questions.  Use the Interviewer's Question Bank  

Hire the right person.  Del Still, author of High Impact Hiring provides the answers to a smart hire.  Use his exclusive 7 step process to hire right, sample forms and 175 sample questions to ask

What questions are you allowed to ask the candidates' references as well as what information references are allowed to give?

"References" are often reluctant to give you information because they fear that they may be subjected to a lawsuit or other legal action.  Fortunately, in most states, the reference provider is protected by law unless this person gives false or slanderous information. 

Ask references to verify information you have received about the candidate's qualifications during the interview.  I would also ask open-ended questions such as: "Tell me about this person's most valuable contribution. Summarize this person's performance in the technical aspects of the job.  How well did this person's work habits help or hinder her/him?  In what areas would this person benefit from additional training or coaching?"

Finally, ask: "Who else should I contact regarding this person's past performance?"

This is a brief description of the process you should follow.  See "High Impact Hiring" for a more complete treatment of this subject.

How do I tell an applicant that they didn't get the job?

Before you contact the candidates that have not been selected, be sure that your selected candidate has been presented with and accepted your offer in writing.  Following this, it's up to you to decide whether to contact the others by telephone.  In any case, you should follow-up with a letter.  It's not necessary to explain why the person was not hired unless you feel compelled to do so. In any case, your follow-up letter should remind the candidate that your company may be interested in talking with them should an appropriate opening become available.

Here's a sample script for a telephone contact.

"Hello <candidate>, this is <name> from <company>. I'm calling to bring you up to date on the selection process for the position of <position> you applied for.  We were very fortunate to have an opportunity to talk with you and the other candidates and thank you for your interviewing with us. <candidate>, I have selected another candidate for this position based on the best match between this person's qualifications and the requirements of the job.  I wish you all the success in your current job search."

Here's a sample letter.


Dear <candidate>:

Thank you for your interest in <company> and interviewing with us.  We were fortunate to have interviewed a number of candidates for the position of <position>.  I have selected another candidate for this position based on the best match between the job requirements and the person's qualifications. We will keep your resume on file should another opening come up that matches your qualifications.  Best wishes in the future and for your current job search. 


<your name>



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