Job-Interview.net Interviewer Tips

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Interviewer Tips

job-interview.net brings you tips and links to hire successfully. After you've reviewed this page, here are additional resources:

Stumped for questions? Use the Interviewer's Question Bank to put together a job interview. Find questions quickly and easily. Choose from over 700 interview questions listed under 44 skills and abilities including questions for supervisory positions.

7 step process to hire right, sample forms and 175 sample questions

Step by step description of how to recruit, interview, and hire the best people for every role

Questions and a strategy to hire the best candidate

RESOURCES

Fast Company - "Hire Great People Fast", a look at the hiring secrets of Netscape, Yahoo and Cisco.

From Search West - Tips on interviewing including how to tell which is the best candidate, how to use your time most effectively, and making the decision.

How to choose a technology staffer who will help your business soar - Inc magazine teaches you how to choose a technology staffer and what you need to know about IT hiring.

Inc magazine - In an excerpt from his new book, "Hiring Smart!", Dr. Pierre Mornell describes how to predict the future performance of a job candidate. Includes pre-interview strategies and tips on checking references.

Salary.com provides a comprehensive database to help you make the right salary offer.

The University of Kansas offers the Virtual Interviewing Assistant. Especially helpful are the tips on preparing to interview.

TIPS

Review the job description. Underline the essential knowledges, skills and abilities that the successful candidate should possess. Match each knowledge, skill or ability to our Question Bank for sample questions.
Review your questions to make sure that the questions are job-related.
Look for eye contact in the interview.
Listen to the voice. Lack of confidence in the tone of the voice may be a sign of lack of self-confidence.
Don't mistake quantity for quality. Just because a candidate has 5 years of experience doesn't mean that they're necessarily qualified for the job you're trying to fill. Explore the depth and breadth of that experience.
Don't accept everything that a candidate says at face value. For example, if the candidate says they would use progressive discipline, ask the candidate, "What is progressive discipline?".