Here are a few Dos and Don'ts of interviewing.

DO

• Give candidates at least 48 hours notice when scheduling interviews.
• Review interview guide, resume, and job description prior to interview.
• Provide each interviewer with an interview packet including:
  • Job description
  • Job posting
  • Interviewees’ application & resume
  • Candidate evaluation forms with interview questions and space for notes
• Create a great experience for the candidate from beginning to end.
• Have a list of questions pre-planned.
  • Include questions from the approved general question list and position-specific questions.
  • Talk with your Recruiter about the interview questions you would like to use prior to your interviews.
  • Questions should be related to the job duties and the knowledge, skills, and abilities needed for the position.
• Keep all conversation focused on job-related information.
• Ask the same questions of all candidates to ensure everyone is treated the same.
• Ask follow-up questions to explore initial responses and gain more understanding.
• Allow the candidate the opportunity to share their experiences and abilities.
• Listen closely.
• Give the candidate your undivided attention.
• Take professional notes.
  • Keep in mind that a candidate could request to see copies of notes, so everything you write could be viewed later.
• Allow time for final questions and statements from the candidate.
• Let them know your timeline for making a decision. If the timeline takes longer than expected, keep your candidates informed.
• Thank them for their time.

DON'T

• Ask questions that would elicit information such as:
  • Race
  • National origin or ancestry
  • Religion
  • Gender identification
  • Sexual orientation
  • Marital or family status
  • Pregnancy
  • Mental or physical disability
  • Genetic information
  • Age
  • Previous compensation
• Ask personal questions or make unrelated small talk.
  • Instead of asking them “tell me about yourself”, ask them “tell me how your experience has prepared you for this position.”
  • Don’t ask questions about anything that is related to hobbies or personal interests.
• Ask leading questions that tell the candidate what you’re looking for.
  • You should ask questions that provide this information rather than telling them what you want to hear.
• Interrupt the candidate when they are answering.
• Over-sell the position or over-promise.
• Make up an answer to a question you are unsure of. If a candidate asks a question and you do not have the answer, tell them you will find the information and get back to them.
• Use jargon or acronyms that a candidate may not be familiar with.
• Treat candidates differently
  • If you have an applicant you have interviewed for another position, don’t judge them on their previous interview; instead treat them the same as the other applicants in the candidate pool.