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Job Applicant Interview Script Guide

The document provides an extensive script for conducting a job applicant interview, outlining questions to ask about the applicant's work experience, education, interests and activities, strengths and areas for development. It recommends putting the applicant at ease, reviewing the applicant's background and experience, then providing information about the organization and role. The script guides asking follow-up questions to draw out specific examples and gain insight into the applicant's skills and fit for the position.

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73 views4 pages

Job Applicant Interview Script Guide

The document provides an extensive script for conducting a job applicant interview, outlining questions to ask about the applicant's work experience, education, interests and activities, strengths and areas for development. It recommends putting the applicant at ease, reviewing the applicant's background and experience, then providing information about the organization and role. The script guides asking follow-up questions to draw out specific examples and gain insight into the applicant's skills and fit for the position.

Uploaded by

Fundraising MOVe
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

Job Applicant Interview Script

When the applicant arrives, put him or her at ease using a friendly, businesslike
attitude. Let the applicant know that you're glad that they've come and that you
have set aside sufficient uninterrupted time to conduct the interview. You can
start the interview with chatter about hobbies, interests, etc., if you are
comfortable doing so and are confident that you can stay away from personal
questions that might be considered discriminatory. Or you can simply ask one of
the following questions:

"How did you happen to become interested in our organization?"

"How did you hear of the opening?"

Depending on the response, you can work in an overview of what you have
planned.

"Before we start, let me give you some idea of what I'd like to cover today. I want
to review your background and experience so that I can decide whether the job is
suited to your talents and interests. So, I'd like to hear about your job, education,
interests, outside activities, and anything else you'd like to tell me. And after we
have covered your background, I want to give you information about our
organization and the job, and answer any questions that you might have."

Work Experience

A discussion of work experience should vary widely based, in part, on how long
the applicant has been employed. Questions appropriate to a recent high school
or college graduate will make little sense when interviewing a professional with
15 years of experience. For an applicant with substantial experience, a
reasonable starting point would be a discussion of the most recent position. In
addition to focusing on the jobs themselves, it might also be helpful to discuss
why the applicant has changed jobs in the past, the duration of each prior
employment, chronological gaps in employment, etc. The following script would
be appropriate when interviewing someone who has not been working long.

"A good place to start would be your work experience."

"I'm interested in the jobs you've held, what your duties and responsibilities were,
your likes and dislikes, and what you felt you may have gained from them."

"Let's start with a brief review of your first work experiences, those you might
have had part-time during school or during the summer, and then we'll
concentrate on your more recent jobs in more detail."

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"What do you remember about your very first job?"

Select specific follow-up questions for each job and move forward
chronologically. It's been suggested that you move forward, chronologically
because there's a more natural conversational flow and you can see patterns of
behavior emerge.

Your follow-up questions should ask for specific examples of behavior, not
general or hypothetical responses. Don't ask "Are you dependable?" because all
you will get in response is a "Yes."

Instead, say, "Tell me about a day you got to work on time, only because of extra
effort." It is focused on specific examples of behavior. Similarly, instead of
asking, "Are you organized?" say "Tell me about a time when your organizational
skills made a project successful" or "How did you organize your work in your last
position? How did you handle the unexpected?"

Ask specific, clear question’s one at a time and let the applicant answer
uninterrupted. Resist filling in every lull in the conversation; wait to see if the
applicant will do so.

Avoid either verbally or physically giving the applicant a clue as to how you
regard their answers; remain neutral.

To draw the applicant out without revealing what you're thinking, try using his or
her own words. If the candidate says, "I like to work independently," you could
respond with "Independently?" Of course, you could also use the opportunity to
ask the applicant to give an example of what he or she did working
independently.

After you have covered the applicant's work experience, you could move on to
education.

Education

As in the case of the work experience portion of the interview, the education
discussion must be tailored to suit the applicant's educational level. The sample
interview that follows would be appropriate for a younger applicant who has not
been out of high school for any length of time. When interviewing for a
professional position, the focus would shift to the professional education.

"You've given me a good review of your work experience—now let's talk about
your education. Why don't we start with high school briefly and then cover more
recent schooling and any specialized on the job training you may have had. I'm
interested in the subjects you preferred, your grades, extracurricular activities,

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and anything else of importance."

"What was high school like for you?"

Select specific follow-up questions for each educational experience and move
forward chronologically. Don't necessarily accept answers at face value.
Chronology reveals patterns. Take the information and patterns of behavior that
you're being told and analyze them in terms of the performance skills you
determined that you needed before the interview began.

Activities and Interests

"Turning to the present, I'd like to give you the opportunity to mention some of
your interests and activities outside of work—hobbies, what you do for fun and
relaxation, any community activities, professional associations, or anything else
you'd like to mention that you think might be relevant to our job. What would you
like to mention?"

Select specific follow-up questions.

Show interest and attention, as well as respect for the applicant. Don't talk down.
Do use an appropriate language level.

Self-Assessment

"Now let's try to summarize our conversation. Thinking about all we've covered
today, what would you say are some of your strengths—qualities both personal
and professional that make you a good prospect for any employer?"

Select specific follow-up questions as needed.

"You've given me some real assets, and now I'd like to hear about areas you'd
like to develop further—all of us have qualities we'd like to change or improve.
What are some of yours?"

Select specific follow-up questions as needed.

Transition to Information-Giving Phase

If you are still interested in the applicant, proceed to this phase of the interview.
On the other hand, if you have already decided that the applicant isn't suitable,
there isn't much point in describing a position that the applicant won't be filling.

"You've given me a good review of your background and experience, and I have
enjoyed talking with you. Before we turn to my review of our organization, and

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the job, is there anything else about your background you would like to cover?"

"Do you have any specific questions or concerns before I give you information
about the job and the opportunities here?"

All right, now I have some information I'd like to give you."

Review the organization, the job, benefits, location, etc.

Tailor your presentation as appropriate to your interest in the candidate.

Closing

"Do you have any other questions about us, the job, or anything else?"

Close the interview graciously. If you have already decided not to offer the
applicant a job, you can let them know at this point. Do so cordially and
uncritically; you needn't be specific about why you've rejected the candidate.

"I've enjoyed talking with you today, but we won't be able to offer you this
position."

If you think that you would consider the applicant for another position in the
future, say so. You've already spent the time on an interview.

If pressed for a reason why an applicant won't be offered a job, you always have
the option of telling the applicant that you do not discuss the reasons for your
hiring decisions. Or, you may explain that, for example, you have already
interviewed other, more qualified applicants. Use your judgment, realizing that it
can create a very awkward situation if you merely tell an applicant that he or she
is "unqualified" or "lacking experience." Be honest, but don't be confrontational.

If you've found a promising candidate, you can continue.

"What is your level of interest in us at this point?"

Explore any doubts or reservations the applicant might have.

"Let me review what the next steps are."

Let the applicant know what's likely to happen next, whether another interview
will be needed, and how long it will be before a decision is made.

"I want to thank you for coming today...."

Common questions

Powered by AI

A chronological review of an applicant's work experience provides insights into behavior patterns by allowing the interviewer to see the progression and transitions in the applicant's career. This method uncovers reasons for job changes, duration of employment, and potential gaps. By moving through positions in order, the interviewer can discern patterns such as consistent career growth or frequent job changes, which may indicate stability or volatility .

Allowing applicants to discuss their outside interests can provide insight into their personality, work-life balance, and potential cultural fit within the organization. It should be approached with open-ended questions that invite the candidate to share aspects of their lives that reflect their personal interests and values, while maintaining relevance to the role and organization .

Maintaining neutrality when responding to an applicant's answers prevents the interviewer from inadvertently influencing the applicant’s responses. It encourages honest and spontaneous communication, allowing the interviewer to evaluate the candidate’s natural reactions and personality. Displaying neutrality helps in forming an unbiased judgment based solely on the content of the answers, rather than extraneous factors such as interviewer approval .

When an applicant presses for the reasons they are not being offered a position, the interviewer should handle the situation with honesty and tact without being confrontational. It's advisable to offer general reasons, such as having more qualified candidates, rather than specifics that might sound personal or negative. If necessary, explain it is company policy not to detail hiring decisions, thereby avoiding awkwardness while upholding professionalism .

Handling the closure of an interview cordially is crucial because it leaves the applicant with a positive impression, regardless of the outcome. This is important for maintaining the company's reputation and ensuring that the applicant feels respected. Even if they are not suitable for the current position, a positive interaction might leave the door open for future opportunities or referrals .

Asking for specific examples of behavior, rather than general questions, provides concrete evidence of an applicant’s skills and attributes. Specific questions challenge the applicant to recall actual situations, giving the interviewer a more reliable basis to assess qualities like dependability and organizational skills. General questions often elicit rehearsed or imprecise answers, whereas specific examples can better demonstrate real-life application and critical soft skills .

Tailoring the discussion of education based on the applicant's level of experience ensures relevance and engagement. Younger applicants might discuss high school and recent qualifications, while those with more experience could focus on specialized training relevant to the job. This approach allows the interviewer to assess the candidate's qualifications in the context of their career stage and the position's requirements .

After assessing an applicant, an interviewer should present information about the organization and position by clearly outlining job responsibilities, company culture, and benefits tailored to the applicant’s interests and qualifications. This phase should focus on alignment between the applicant’s desires and skills and the opportunities offered, ensuring clarity and answering any specific questions or concerns the applicant might have .

Starting an interview with casual conversation helps put the applicant at ease, creating a more relaxed environment that can lead to a better flow of dialogue. However, the interviewer should manage this professionally by avoiding personal or potentially discriminatory topics. Keeping the tone friendly yet businesslike and steering the conversation towards hobbies and interests can maintain professionalism while fostering comfort .

An interviewer should explore self-assessment by asking candidates to identify both their strengths and areas they wish to develop. This is important as it reveals the applicant's self-awareness, growth mindset, and ability to self-reflect. Asking follow-up questions about how these strengths have been applied or how they plan to address developmental areas provides deeper insights into the candidate’s personal and professional attributes .

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