Interviewing for Success
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Hiring well is crucial to IS&T’s
success
These guidelines provide an overview
of the interview process and the
importance of effective
communication. Having the right tools
and making sure the hiring process is
consistent are key.
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Agenda
• Plan the interview
• Conduct the interview
• Post interview
• Policies
• Resources
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Plan the Interview
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Appoint someone to own the process
Find an interview room
Determine who covers what content
Make sure all interviewers have candidate
resume, interview schedule, job description
and any focused questions for the interview
Make sure messages are consistent
Verify applicant has directions to meeting
location
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Tips for preparing for the interview
1. Clear your mind of other concerns/Focus attention on arriving
candidate.
2. Reread the resume/application.
3. Review your planned opening.
4. Plan out and document your questions. Try to ask each candidate
the same questions so you may assess the candidates equally.
5. Build rapport, explain interview agenda.
6. Introduce yourself and define your role in the process.
7. Conduct the interview consistently and objectively.
8. Follow the 80/20 rule: make sure the candidate does most of the
talking.
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Exercise
Discussion:
• Case scenario 1
• Case scenario 2
Conduct the Interview
• Host the applicant
• Be on time
• Greet/Make introduction
• Offer refreshments/restrooms
• Open the Interview
• Set the agenda, including the amount of time
for the interview and whom they will be
meeting
• Provide information about your
history/experience with the organization
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Conduct the Interview
Interview Tool
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Verify work history & job performance
Explore roles & capabilities
Focus on core competencies
• Examples: team orientation, customer focus,
flexibility & adaptability
Allot time for additional comments & questions
from applicant
Wrap up/next steps in process
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Conduct the Interview
• Interview Tool (cont’d)
• Ask Your Questions
• Qualify their Experience/Skills
• Validate their Education/Technical
Credentials
• Discover their Opinions on important
aspects of the job
• Ask questions based upon selected core
competencies
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Open, Closed and Neutral questions
Open questions
Closed questions
• Encourage applicant to talk freely
• Are not lead questions
• Limit candidate’s response
• Usually yield a yes/no answer
• Help confirm/clarify and can
control a talkative candidate
• Start with Did, Do, Is, Have,
Will, or Would
• Provide an in-depth answer
• Should be used 75% of the time
• Start with What, How, Why,
Describe, or Tell me
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Listen for these response follow-up flags
• The following words are all cautions that you aren’t getting a true
behavioral response:
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Usually
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Typically
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Would
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Should
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Feel
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Normally
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I can’t think of an example
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We/team
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How to take notes during an interview
• Tell the candidate at the start that you will be taking notes.
• Position notes should be private.
• Take notes throughout.
• Use key words or phrases.
• Pause when necessary.
• Base notes on core competencies.
• Keep official documents clean. Do not write on the resume.
Keep your notes separately.
• Do not take notes on personal information that may have been
inadvertently disclosed.
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Conduct the Interview
• Legal Dos and Don’ts
• If in doubt, leave it out
• Avoid questions dealing with:
• Age
• Gender
• Marital status
• Ethnic origin
• Religion
• Sexual orientation
• Disabilities
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If a candidate discloses personal
information
What to do if a candidate inadvertently discloses personal
information, such as age, national origin, marital status,
number of children, pregnancy, etc.:
1. Continue the interview as if the statement had not been
made. Proceed to job-related questions.
2. Ignore the statement to reduce the potential for
allegations of discrimination.
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Conduct the Interview
• Closing the Interview
• Set decision making timeframe
• Distribute your card, marketing literature,
and other takeaways
• Invite the applicant to follow-up with any
questions/issues
• Thank them for their time
• Hand-off to the next interviewer, if relevant
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Post Interview
• Debrief after the Interview
• Regroup as a team
• Assess the applicant(s) and decide next steps
• refer to Assessment (handout)
• Inform the candidate and IST-HR of your decision
• Validate the Applicant
• Establish a realistic timeframe
• Reaffirm the candidate’s interest
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Exercise
Discussion:
• Evaluating Interview Questions
MIT Policies
1.0 Employment Policies
• http://hrweb.mit.edu/policy/1/index.html
2.0 Hiring Policies
• http://hrweb.mit.edu/policy/2/index.html
7.1.1 Nondiscrimination Policy
• http://web.mit.edu/policies/7.1.html#7.1.1
7.1.2 Equal Opportunity/Affirmative Action Policy
• http://web.mit.edu/policies/7.1.html#7.1.2
7.1.3 Affirmative Action Serious Search Policy
• http://web.mit.edu/policies/7.1.html#7.1.3
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MIT Resources
• Human Resource Officers
• http://web.mit.edu/hr/empservices/hro.html
• Compensation
• http://web.mit.edu/hr/compensation/index.html
• Staffing Services
• http://hrweb.mit.edu/staffing/index.html
• Disability Services
• http://hrweb.mit.edu/benefits/disability/dis_obtain.html
• New Employee Orientation
• http://hrweb.mit.edu/welcome/
• Benefits
• http://hrweb.mit.edu/benefits/
• http://hrweb.mit.edu/worklife/index.html
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