It is an essential step in recruitment. It provides insights about the candidate that cannot be obtained through other means. The concerned staff should conduct the interview with the help of developed plan.
Reviewing Applications: Reviewing applications is the 1st step in the total interview process. This process include,
Developing a form that covers the required qualifications fior the job including education, experience and specialized training.
Development of rating scale for the items on the screening form. A three point scale can be used for this purpose, like:
barely meets the requirements
meets the requirements
exceeds requirement.
Interviewers: Usually the entrepreneur may take full responsibility for interviewing or may do it with the help of one or more staff person, member of the board or other professional etc.
Preparation for the interview: The interviewers should prepare for each interview. Their questions should reflect a thorough knowledge of the center, its program, staff and the clients served by the program. They should be familiar with the information in the candidate’s resume , application form, and reference letters. An interview is conducted most productively when all parties are well prepared and when the environment has been set up for a meaningful dialogue between the interviewer and interviewee.
Interviewer Information: Each interviewer should be totally familiar with the job description for the vacant position and should have copies of candidates applications.
Interview plan: Interviewers plan the type of interview they will conduct. Sometimes a predetermined list of questions is developed so that all candidates will respond to the same questions. The person who develops the questions should keep in mind the parameters of job description. The first question should be open ended and require more than a simple ‘yes or no’ answer.
Interview Setting: It includes candidates comfort in terms of seating arrangement, appropriate time chosen for interview and seating suitable for interviewers.
The Interview: At the beginning, candidates should be given some idea about the length of the interview and informed that there will be a time at the end of the interview to ask questions. Interviewers should be prepared to present information about program philosophy, the job and the center and should clearly and honestly answer the applicants questions.
The interviewer should maintain eye contact and let the applicant do most of the talking. Interviewers should obtain as much information as possible during the interview. Confidentiality should be maintained by all committee members by not leaking information about candidates and committee discussion etc.
Teaching Interview: Observing a teacher or assistant teacher candidate in a classroom setting provides the committee with additional data on classroom presence and skills with children. Asking to see sample lesson plans, resource files or picture files also provides useful information to the interview committee. Some centers select candidates from the student teachers whom they know.
Second Interview: A second interview for prospective candidates after the teaching interview can be helpful when there are several candidates with comparable training and credentials or when more information is needed prior to making the final hiring decision.
Participants