Candidate interviews are an important part of the hiring process. Hiring managers face the challenge of choosing the best qualified candidate.

Aside from staying within the guidelines of federal and state laws, there are several dos and don’ts that hiring managers should follow to make the most of interviews.

Types of Interviewing Used

When assessing a candidate’s qualifications and compatibility for the position and organization, a pre-screen interview by telephone can help narrow the number of applicants that will move onto the next round–the in-person interview. The hiring manager should work with a list of thoughtfully prepared questions that will help determine whether the applicant is a viable candidate for the job.

A telephone prescreen interview helps:

  • Assess the candidate’s communication skills
  • Answer any questions regarding information given on the applicant’s resume
  • Determine what the applicant’s salary expectations are

Moving onto the in-person interview, there are three common types that would work well with seeing past a candidate’s charisma and determining whether he or she has the skills needed for the position:

  • The behavioral approach involves asking questions about how the applicant has performed during certain situations and evaluating their experience and job-related skills. Past behavior can be a reliable indicator of future behavior.
  • Using the competency-based approach delves into whether the applicant has the skills required for the position. Asking a series of questions on how the applicant handled specific situations can be an effective indicator of job-related skills.
  • A situational approach involves the interviewer presenting a hypothetical situation to the candidate. The candidate is then questioned on how he or she would respond.

Choosing Acclivity Healthcare to assist in filling healthcare industry positions helps streamline the interviewing process. They handle the pre-screening and pre-qualification of job candidates to reduce the time spent by hiring managers in filling positions.

Aside from staying within the guidelines of federal and state laws, there are several dos and don’ts that hiring managers should follow to make the most of interviews.

Types of Interviewing Used

When assessing a candidate’s qualifications and compatibility for the position and organization, a pre-screen interview by telephone can help narrow the number of applicants that will move onto the next round–the in-person interview. The hiring manager should work with a list of thoughtfully prepared questions that will help determine whether the applicant is a viable candidate for the job.

A telephone prescreen interview helps:

  • Assess the candidate’s communication skills
  • Answer any questions regarding information given on the applicant’s resume
  • Determine what the applicant’s salary expectations are

Moving onto the in-person interview, there are three common types that would work well with seeing past a candidate’s charisma and determining whether he or she has the skills needed for the position:

  • The behavioral approach involves asking questions about how the applicant has performed during certain situations and evaluating their experience and job-related skills. Past behavior can be a reliable indicator of future behavior.
  • Using the competency-based approach delves into whether the applicant has the skills required for the position. Asking a series of questions on how the applicant handled specific situations can be an effective indicator of job-related skills.
  • A situational approach involves the interviewer presenting a hypothetical situation to the candidate. The candidate is then questioned on how he or she would respond.

Choosing Acclivity Healthcare to assist in filling healthcare industry positions helps streamline the interviewing process. They handle the pre-screening and pre-qualification of job candidates to reduce the time spent by hiring managers in filling positions.