Great Performance !

• Evaluations of candidates were completed immediately following each interview, using an appropriate evaluation tool (see Lesson 6, “Structured Behavioral Interviewing: Part 1.” )
• The candidate of choice was hired, with the decision being promptly communicated to all remaining candidates, or a short list of top candidates was developed.
• Second interviews were scheduled for short-listed candidates utilizing alternative interview methods.
• Feedback from those involved in second interview situations was evaluated.
• The candidate of choice was hired, with the decision being promptly communicated to all remaining candidates.

Make It a Habit

Each part of the interview process is important. Whether you’re new to structured behavioral interviewing or have been doing it for years, there’s always room for improvement.

Make it a habit to regularly review the interview process and to make improvements whenever necessary. Continue to look for ways to develop your style of interviewing.

Taken From: 10 Minute Guide to Conducting a Job Interview