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Once you've gathered the information you need from applicants and you've reviewed it, you're ready to start making some appointments to interview the most promising candidates.
Most people believe that they are good judges of character. Just a short chat with a job applicant and they can tell you whether he or she is hardworking, honest, creative, and loyal. Of course, it's usually not that easy.
Interviews are an important part of the screening process. Assessing applicants' qualifications by talking to them is a highly subjective method of choosing employees. But used in partnership with other screening methods, such as applications and background checking, it can be an extremely useful selection tool. After all, one of the most important qualifications a person must have for any job is the right personality to work well with the supervisor and co-workers, and you can't get that information off a resume or application.
What do you need to do first?
- Plan for the interview, by deciding where to have the interview and choosing an interview format.
- Know how to conduct the interview, by understanding your role as an interviewer, and knowing what to ask and what not to ask.