Candidate Interview Script Guide
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ScribdTranslationsCandidate Interview Script Guide
Translated by
ScribdTranslationsInterview script with the candidate for the position
When the candidate arrives, make them comfortable by presenting a friendly attitude.
professional. Let the candidate know that you are pleased they came and that you
reserved enough uninterrupted time to conduct the interview. You can start
the interview with a conversation about hobbies, interests, etc., in case you feel like it
will to do this and be confident that you can avoid personal questions that
may be considered discriminatory. Or, simply do one of the
following questions:
How did you become interested in our organization?
How did you find out about the job opening?
Depending on the answer, present a summary of what you planned.
Before we start, I will present what we will cover today. I want to check your
qualifications and experiences for me to decide if the position is suitable for you
talents and interests. So, I would like to hear about your work, education, interests,
extra activities and everything else you want to tell me. After that, I will provide information.
about our organization and the position and I will answer any questions you may have
ter.
Professional experience
A discussion about professional experience should vary quite a bit based, in part,
how long the candidate has been employed. Appropriate questions for a recent-
formed would make no sense when interviewing a professional with 15 years of experience.
experience. For a candidate with considerable experience, a starting point
a reasonable discussion would be about the most recent position. Besides focusing on the
positions, it might also be useful to discuss why the candidate changed jobs in
past, the duration of each previous job, chronological gaps in employment, etc.
The following script may be suitable for interviewing someone who has not worked.
for a long time.
A good starting point would be your professional experience.
I am interested in knowing what your positions were, your duties and
responsibilities, what you liked or didn't and the experience you gained from such
charges.
Let's start with a brief description of your professional experiences, those
what you had as part-time internships during college or during the summer and,
Next, we will focus more closely on your most recent positions.
What do you remember about your first job?
Select follow-up questions for each job and proceed
chronologically. It is suggested that you proceed chronologically because this way the flow
the conversation is more natural and you can see the emergence of behavioral patterns.
Your follow-up questions should elicit specific examples of
behavior, not general or hypothetical responses. Do not ask "are you trustworthy?"
because probably everything you have as a response will be a "yes."
Instead, say: "tell me about a day you arrived at work on time,"
just because of an extra effort." The question is focused on specific examples
about behavior. Similarly, instead of asking, 'are you organized?', say:
Tell me about an occasion when your organizational skills helped to
"to successfully implement a project" or "how you organized your work in your last job"
job? How do you deal with unforeseen events?
Ask clear and specific questions, one at a time, and allow the candidate to answer them without
be interrupted. Avoid speaking during each pause in the conversation; wait to see if the
the candidate will do it.
Avoid giving verbal or physical hints to the candidate about how you consider their
answers; remain neutral.
To guide the candidate without revealing what you are thinking, try to use their own
his words. If the candidate says, 'I like to work independently', you
can you answer: "independently?" Of course, you can also take advantage of the
opportunity to ask the candidate for an example of how they worked in a way that
independent.
After concluding the discussion about the candidate's professional experience, move on to the
educational subject.
Training
Just like in the case of the interview excerpt about professional experience, the discussion
Training must be adapted to the candidate's education level. The model of
the following interview may be suitable for a younger candidate who has always been
studying. When conducting an interview for a job position, the focus should be
shift towards education focused on the profession.
You gave me a good analysis of your professional experience; now let's talk
about your education. Why don't we start with a brief summary of your education
school and then we will see your most recent degree and other training courses or
specialization that you had. I am interested in the subjects of your preference,
your grades, extracurricular activities and anything else important.
What was high school like for you?
Select specific follow-up questions related to the teaching experience and proceed
chronologically. Do not necessarily accept answers without further analysis. The
chronology reveals patterns. Combine the information and behavioral patterns of what
read it and analyze them in terms of the performance skills that you determined
as necessary before the start of the interview.
Activities and interests
Returning to the present, I would like to give you the opportunity to mention some of your
interests and activities outside of work hours, such as hobbies; what do you do
to have fun and relax; community activities; professional associations or any
something you would like to mention that is relevant to our position. What do you
Would you like to mention?
Select specific follow-up questions.
Show interest and attention, as well as respect for the candidate. Do not be
condescending. Use an appropriate level of language.
Self-assessment
Now let's try to summarize our conversation. Thinking about what we covered today,
what would be your strengths - personal and professional qualities that make you
a good investment for any employer?
Select specific follow-up questions as needed.
You just told me some real qualities and now I would like to hear about
the areas you would like to develop in the future – we all have qualities
what we would like to change or improve. What are some of yours?
Select specific follow-up questions as needed.
Transition to the phase of providing information
If you are still interested in the candidate, move on to this stage of the interview.
on the other hand, if you have already decided that the candidate is not suitable, there is not much point in
describe a position that the candidate will not occupy.
You gave me a good analysis of your experience and references, and it was a pleasure.
talk to you. Before we move on to the overview of our organization and the
Cargo, is there anything else about your references that you would like to mention?
Do you have any specific questions or concerns before I pass you the
information about the position and the opportunities here?
Alright, now I have some information for you.
Review the organization, the position, the benefits, the location, etc.
Adapt your presentation according to your interest in the candidate.
Closure
Do you have any questions about us, the position, or any other concerns?
Conclude the interview pleasantly. If you have already decided not to offer a position to the
Candidate, inform him at this moment. Act in a cordial and non-critical manner; it is not necessary.
be specific about the reason for rejecting the candidate.
It was a pleasure talking to you today, but I am unable to offer you that.
cargo.
If you can consider another position for the candidate in the future, let him know.
You have done interviews before.
If pressed to state the reason why the candidate did not pass the interview,
there is always the option to respond that you do not discuss the reason for your decisions
hiring. Or, you can explain, for example, that you have already interviewed other candidates.
with better qualifications. Use your judgment and realize that a can be created a
quite an unpleasant situation if you simply tell the candidate that he 'does not
is qualified" or that "lacks experience." Be honest, but don't be confrontational.
If you think the candidate is promising, you can proceed.
What is your level of interest at this moment?
Explore any doubts or reservations the candidate may have.
Let's see what the next steps are.
Inform the candidate what will happen next, whether another interview will be necessary and
how long will it take for a decision to be made.