Steps for Conducting an Effective Interview
The formal interview process for benefitted positions in the 1000-3000 Bands at NDSU is detailed below. Steps for conducting an effective interview include adequate preparation, an appropriate interview format and a thorough evaluation. Also included on this page are sample interview questions and instructions on how to ask the interview questions you want to ask - legally. For information on hiring within the other bands, view the Search Procedures for the 4000-7000 Bands or the Timeslip Staffing page for information on temporary employees.
1. Review position description and job posting (minimum and preferred qualifications)
2. Utilize the minimum and preferred qualifications from the job posting, then complete - Part A: EVALUATION OF APPLICANTS POTENTIAL TO PERFORM JOB RESPONSIBILITIES on the Interview Report
3. Develop job-related interview questions for each Qualification
- Open-ended (What, When, Describe, Tell, etc.)
- Behavioral-based (Give an example of a related job situation to the applicant, then ask how they behaved?)
- Situational (Give a specific work example and ask how they would handle it)
- Technical (Applicant demonstrates their skills: presentation, training, proofreads a document, in-basket exercise, indicates how to do a specific function)
- Job match (Type of supervision wants/needs, goals, fit in the department, etc.)
- Avoid questions that require yes/no answers
4. Send questions to your Recruiter prior to interviews for feedback
5. Review each resume/application prior to applicant arriving
Format (focus interview on applicant's ability to perform the job)
1. Create a comfortable, quiet environment
2. Establish rapport with the applicant
3. Introduce yourself and other interviewers
4. Describe the interview format
5. Ask job related interview questions (#3 above)
6. Probe for understanding, Seek contrary evidence, Take notes during the interview
7. Review the position description with the applicant and provide a realistic job preview (expectations of the position, type of interpersonal dynamics with customers/coworkers, work activity level, tour of the work setting/conditions)
8. Ask each candidate: Can you perform the essential functions of this position?
9. Provide Benefit Brochure to applicant
10. Ask applicant if they have any questions
11. Conclude the interview:
- Thank the applicant for their interest in NDSU
- Inform applicant of the next steps of the search process (reference checks, decision timeline, how candidate will notified regarding the status of the position)
- Prior to offer, the selected applicant's signed Criminal Records Disclosure form needs to be submitted to HR. To avoid delay during offering process, you may wish to have interviewed applicants sign the form at this time. Does not pertain to internal applicants.
Evaluate the Applicant
1. Conduct reference checks on finalists with 2 past employers/supervisors
2. Evaluate and complete applicant on Interview Report form (yellow form)
- Review the notes from the interview
- Can the applicant perform the duties and responsibilities of the position (minimum/preferred qualifications)?
- Is this a job match? (Will they fit into the team, work environment, etc.?)
3. Contact Human Resources and Payroll to review search information: Recruitment/Employment Checklist completed for each candidate not interviewed, Screening Sheet with candidates ranked, Interview Reports completed and signed, copy of Interview Questions, Criminal Record Disclosure form signed by selected candidate.
4. Contact selected candidate
5. Notify interviewed applicants who were not selected