Topics Map > Operational Support Resources > 4.7 Human Resources > 4.7.1 Hiring
Hiring - Recruitment - Interviews - I. Best Practices
Interviews are used to gather additional and deeper information about a candidate’s experiences, knowledge, interest, and competencies as they relate the position duties/responsibilities and organizational goals and needs. Please refer to this article for interview best practices.
Assistance with Interviews
- ASU HR Representatives referred to in this article will generally refer to the HR Generalist or HR Assistant that the Hiring Manager is working with.
- The Hiring Manager can choose who schedules the interviews.
- The Hiring Manager can also contact the service account firstname.lastname@example.org or email@example.com at any time with questions regarding their hire.
Interview Best Practices
- Schedule all interviews during the same week. Avoid drawing them out over a long period of time; this keeps both interviewers and candidates engaged in the process. Allow for time at the end of each interview for interviewers to complete notes on each interview. This will provide more accurate reflections and information than trying to recall later or confusing interviews.
- Interview questions should be geared toward the position duties. Asking questions that have little position relevance leave the candidate confused about the position and organization and yields very little pertinent information to how the candidate will perform the duties of the position.
- Behavioral interview questions provide more accurate indication of future behaviors and performance than hypothetical or scenario based interview questions. There is a list of behavioral interview questions as a resource. Additionally, the ASU HR representative(s) can assist with developing behavioral interview questions.
- Interview questions need to be set and standard for all candidates so that the committee is able to have a more consistent comparison of candidate experience. Additionally, this will allow for the ability to manage time to allow for introductions, candidate clarification, questions and will maintain a fair and equitable process. Follow up questions to gain further understanding of a candidate’s experience and responses are acceptable.
- When beginning the interview be sure to introduce those that are interviewing, so the candidate will know who is present. Provide an overview of the interview and how much time is available, this provides the candidate with an understanding of the process so they are able to monitor and tailor their answers to time allotted.
- Keep in mind that the candidates are interviewing us as much as we are interviewing them, we want to put forth our best and realistic perspective of the organization and what it would be like to work within the organization.
- Remember to keep interview notes professional and focused on the information provided from the interview, these are official documents that can be requested through the Open Records law or subpoenaed for a lawsuit. Interviews need to be conducted in an equitable manner to be able to measure each candidate in a similar manner. As the questions should be created based on the PVL/job duties and responsibilities and also the organization’s VMG, each candidate should be asked the same questions; with the exception of follow up questions based on answers provided.