The best laid plans of mice and men… sometimes work out pretty well! And if you want to conduct a really useful interview, planning factors heavily into it. In an article for Business News Daily, Jennifer Post describes what you must do.
Begin by researching candidates thoroughly. Scan their social media to make sure they are not insane, and craft some questions that dig into the pertinent information they put on their resume. That being said, one resource Post uses says you should limit a 30-minute interview to four to six questions, and an hour interview to eight to 12 questions. These are guidelines that you can bend as the occasion calls for it.
It is possible you yourself may not understand the full nuance involved in the skills required for a job. As such, consult SMEs to help you craft the best job requirements. They may also be able to help you understand some of the more esoteric things people list on their resumes.
Leading up to the interview, email the candidate a document to get him or her up to speed on what to expect at the interview—dress tips, what to bring, etc. If a candidate does not heed this advice, you know right away that the person is not worth your time. And during the interview itself, remember to keep it a two-way conversation. Break the ice with a non-job-related question or two. It is normal for candidates to be nervous at the interview, and it will probably subside as the questioning goes on. However, if their nervousness never subsides, that might be a red flag too.
You can view the original article here: http://www.businessnewsdaily.com/5212-job-interviews-techniques.html