{"id":378,"date":"2022-04-04T16:00:14","date_gmt":"2022-04-04T16:00:14","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/face-to-face-interviewing\/"},"modified":"2022-04-04T16:00:14","modified_gmt":"2022-04-04T16:00:14","slug":"face-to-face-interviewing","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/face-to-face-interviewing\/","title":{"raw":"Face-to-Face Interviewing","rendered":"Face-to-Face Interviewing"},"content":{"raw":"\n<div class=\"textbox learning-objectives\">\n<h3>Learning outcomes<\/h3>\n<ul>\n \t<li>Discuss the process of effective face-to-face interviews<\/li>\n<\/ul>\n<\/div>\nA face-to-face interview is generally the final step in the interview process. In theory, a candidate who has made it this far is qualified\u2014perhaps highly qualified\u2014on paper. From the standpoint of the interviewer, the objective is to determine which one of a short list of candidates is the best choice.\n\nAfter preliminary interviews are completed, HR can provide the hiring manager with a set of promising applicants who have the skills, credentials, and background to fit the manager\u2019s needs. Now the hiring manager can sit down with each candidate and get to know her through a personal interview. Often, hiring managers will conduct a second interview after narrowing down their options to just a few candidates. They may also include other team members in the interviewing process and\/or conduct tests to determine whether candidates have the level of technical skill they need for the job.\n\nIt takes some skill and knowledge to interview a job applicant effectively. It\u2019s important to do the job right, though, because the costs of hiring someone are substantial, and many hires leave within one year. Some effective interviewing techniques include the following:\n<ul>\n \t<li><strong>Planning and preparation.<\/strong>&nbsp;Before starting an interview, it\u2019s important for a manager to have read the applicant\u2019s resume, prepared questions, and know what he wants to learn during the interview. It\u2019s also helpful to set a time limit for the interview.<\/li>\n \t<li><strong>Understanding the job.<\/strong>&nbsp;In some cases, managers don\u2019t have direct experience doing the job for which they\u2019re hiring. When that happens, it\u2019s important for the manager to talk with people who are doing the job now as well as direct supervisors and teammates. What are the most important qualities, skills, and qualifications required for the job? Are there specific situations for which the new hire should be prepared? Knowing about the job makes it easier to ask the right questions.<\/li>\n \t<li><strong>Connecting with the applicant.<\/strong>&nbsp;Most people are nervous at job interviews, and it\u2019s important to set the applicant at ease so she can put her best foot forward. Instead of just saying \u201cDon\u2019t be nervous,\u201d good managers spend some time chatting with the candidate and explaining the interview process.<\/li>\n \t<li><strong>Active listening.<\/strong>&nbsp;Managers want to learn about the candidate, so active listening is very important. Managers need to show that they\u2019re interested by nodding, asking follow-up questions, smiling, or otherwise using body language to encourage the candidate to share more information.<\/li>\n<\/ul>\n<div class=\"textbox examples\">\n<h3>Mock Interview<\/h3>\nListen to the following mock interview for perspective on how to conduct an interview. The interviewer\u2019s comments are a teaching aid for both interviewer and candidate, providing a format to follow and insight into the objective of the question and how to interpret the responses. Human Resource professional Richard Mercer deconstructs a mock interview with Radford University senior Noell Lee:\n\n<iframe src=\"\/\/plugin.3playmedia.com\/show?mf=2775030&amp;p3sdk_version=1.10.1&amp;p=20361&amp;pt=369&amp;video_id=BkL98JHAO_w&amp;video_target=tpm-plugin-k7f3woid-BkL98JHAO_w\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe>\n\nThe key takeaway from this video is to attempt to discover what makes a candidate unique and compelling. The elevator speech point Mercer makes is good coaching for a candidate and something to listen for an interviewer.\n\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8727\n\n<\/div>\nFor tips on how to prepare for an interview as a candidate, watch Harvard Office of Career Services Assistant Director Linda Spenser\u2019s \"How to Ace an Interview\" video:\n\n<iframe src=\"\/\/plugin.3playmedia.com\/show?mf=2775031&amp;p3sdk_version=1.10.1&amp;p=20361&amp;pt=369&amp;video_id=DHDrj0_bMQ0&amp;video_target=tpm-plugin-4imtd8cg-DHDrj0_bMQ0\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe>\n\nFor a specific example of a interview evaluation form, see Society for Human Resource Management\u2019s (SHRM) <a href=\"https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/hr-forms\/pages\/1cms_002131.aspx\" target=\"_blank\" rel=\"noopener\">Candidate Evaluation Form<\/a>, with scoring based on 12 categories and ratings on a scale of 1 (Unsatisfactory) to 5 (Exceptional).\n<h2>Contribute!<\/h2><div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div><a href=\"https:\/\/docs.google.com\/document\/d\/1v5uu4fBUFAjvGWMWgVN07P3wzILY_E5CVJAPV3-1aWI\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a>\n","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning outcomes<\/h3>\n<ul>\n<li>Discuss the process of effective face-to-face interviews<\/li>\n<\/ul>\n<\/div>\n<p>A face-to-face interview is generally the final step in the interview process. In theory, a candidate who has made it this far is qualified\u2014perhaps highly qualified\u2014on paper. From the standpoint of the interviewer, the objective is to determine which one of a short list of candidates is the best choice.<\/p>\n<p>After preliminary interviews are completed, HR can provide the hiring manager with a set of promising applicants who have the skills, credentials, and background to fit the manager\u2019s needs. Now the hiring manager can sit down with each candidate and get to know her through a personal interview. Often, hiring managers will conduct a second interview after narrowing down their options to just a few candidates. They may also include other team members in the interviewing process and\/or conduct tests to determine whether candidates have the level of technical skill they need for the job.<\/p>\n<p>It takes some skill and knowledge to interview a job applicant effectively. It\u2019s important to do the job right, though, because the costs of hiring someone are substantial, and many hires leave within one year. Some effective interviewing techniques include the following:<\/p>\n<ul>\n<li><strong>Planning and preparation.<\/strong>&nbsp;Before starting an interview, it\u2019s important for a manager to have read the applicant\u2019s resume, prepared questions, and know what he wants to learn during the interview. It\u2019s also helpful to set a time limit for the interview.<\/li>\n<li><strong>Understanding the job.<\/strong>&nbsp;In some cases, managers don\u2019t have direct experience doing the job for which they\u2019re hiring. When that happens, it\u2019s important for the manager to talk with people who are doing the job now as well as direct supervisors and teammates. What are the most important qualities, skills, and qualifications required for the job? Are there specific situations for which the new hire should be prepared? Knowing about the job makes it easier to ask the right questions.<\/li>\n<li><strong>Connecting with the applicant.<\/strong>&nbsp;Most people are nervous at job interviews, and it\u2019s important to set the applicant at ease so she can put her best foot forward. Instead of just saying \u201cDon\u2019t be nervous,\u201d good managers spend some time chatting with the candidate and explaining the interview process.<\/li>\n<li><strong>Active listening.<\/strong>&nbsp;Managers want to learn about the candidate, so active listening is very important. Managers need to show that they\u2019re interested by nodding, asking follow-up questions, smiling, or otherwise using body language to encourage the candidate to share more information.<\/li>\n<\/ul>\n<div class=\"textbox examples\">\n<h3>Mock Interview<\/h3>\n<p>Listen to the following mock interview for perspective on how to conduct an interview. The interviewer\u2019s comments are a teaching aid for both interviewer and candidate, providing a format to follow and insight into the objective of the question and how to interpret the responses. Human Resource professional Richard Mercer deconstructs a mock interview with Radford University senior Noell Lee:<\/p>\n<p><iframe loading=\"lazy\" src=\"\/\/plugin.3playmedia.com\/show?mf=2775030&amp;p3sdk_version=1.10.1&amp;p=20361&amp;pt=369&amp;video_id=BkL98JHAO_w&amp;video_target=tpm-plugin-k7f3woid-BkL98JHAO_w\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe><\/p>\n<p>The key takeaway from this video is to attempt to discover what makes a candidate unique and compelling. The elevator speech point Mercer makes is good coaching for a candidate and something to listen for an interviewer.<\/p>\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8727\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8727&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8727\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<p>For tips on how to prepare for an interview as a candidate, watch Harvard Office of Career Services Assistant Director Linda Spenser\u2019s &#8220;How to Ace an Interview&#8221; video:<\/p>\n<p><iframe loading=\"lazy\" src=\"\/\/plugin.3playmedia.com\/show?mf=2775031&amp;p3sdk_version=1.10.1&amp;p=20361&amp;pt=369&amp;video_id=DHDrj0_bMQ0&amp;video_target=tpm-plugin-4imtd8cg-DHDrj0_bMQ0\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe><\/p>\n<p>For a specific example of a interview evaluation form, see Society for Human Resource Management\u2019s (SHRM) <a href=\"https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/hr-forms\/pages\/1cms_002131.aspx\" target=\"_blank\" rel=\"noopener\">Candidate Evaluation Form<\/a>, with scoring based on 12 categories and ratings on a scale of 1 (Unsatisfactory) to 5 (Exceptional).<\/p>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1v5uu4fBUFAjvGWMWgVN07P3wzILY_E5CVJAPV3-1aWI\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-378\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Face-to-Face Interview. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Recruiting and Selecting Qualified Job Applicants. <strong>Authored by<\/strong>: Lisa Jo Rudy. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section>","protected":false},"author":395986,"menu_order":12,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Face-to-Face Interview\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Recruiting and Selecting Qualified Job Applicants\",\"author\":\"Lisa Jo Rudy\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"e44013db-1e29-4967-9745-d1156c93d490, fc3d78d0-ffcc-4a1d-9d1b-70ac14f82eb3","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-378","chapter","type-chapter","status-publish","hentry"],"part":366,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/378","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/users\/395986"}],"version-history":[{"count":0,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/378\/revisions"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/parts\/366"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/378\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/media?parent=378"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapter-type?post=378"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/contributor?post=378"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/license?post=378"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}