When interviewing large numbers of candidates for a position, it is suggested that rating sheets or systems be used. Such sheets layout information in a clear, concise manner, and allows organizations to zero in on the goals of the interview. Here is an example of such a rating system, with headings that may be modified based on your organization's criteria for employment.

SCREENING INTERVIEW RATING SHEET - Click here

In the overall interviewing process, it is essential that you try to maintain a consistent approach during the day. Although you may be tired of asking the same questions over and over, you must look at each new face with renewed interest and consideration.

In most cases, it is suggested that a selective interviewing process be implemented. In this process, interviews are conducted on a one to one basis, with another interviewer meeting with the same candidates. A complete evaluation is done for each candidate at the end of the interview. The two interviewer's results are pooled, and a ranking of the candidates is devised.

From this 'short list' of candidates, final interviews may be arranged with other selection personnel and a final ranking of the candidates prepared. The final candidate for the position will then be the individual that performed best over the three separate interviews, and was ranked the most appealing candidate for the job.

THE TRICKY ISSUE OF COMPENSATION

There are a number of factors, other than the salary range, that will impact the salary offered to a successful candidate. These factors are:

1. Internal salary equity

2. Availability of other qualified candidates

3. Difficulty in filling position

4. Length of time the position has been vacant

5. Criticalness of filling position

6. Level of Interest in candidate

7. Candidate's interest in position

8. Candidate's potential for future growth

9. Availability of future promotional activities

Before you begin the interviewing process, it is recommended that you decide what the maximum compensation is that you are willing to offer. This will provide you with guidelines to follow, and allow you to provide approximate values to prospective job candidates. Keep in mind that most candidates will ask for slightly more money than the position pays. Most candidates will be flexible, and will often accept a lower compensation offer. Be prepared to bargain!

THE OFFER

When you have successfully found the right person to join your organization, the last step is the employment offer. Write down all of the conditions of employment, including compensation, hours of work, overtime (if applicable), and the starting date. The employment offer is often first given over the telephone, and if accepted, an appointment should be made to meet with the candidate to finalize the agreement. The employment offer should be signed and agreed to by both the employer and the new employee. This will ensure that there are no misunderstandings, and provides legal documentation if the terms of the contract are questioned.