Workflow Templates for Human Resources: Job Interview Checklist for Employers

Define the ideal candidate for the position; what type of qualifications, experience, and skills should the candidate possess.

Map out the interview process; the number of interviews and how you are going to conduct them.

Decide the time frame for the interview process.

Familiarize yourself with the candidates’ resumes; their background, work history, career goals, etc.

Mark any areas in the resume that is vague or unclear so that you can ask the candidate to elaborate on them during the interview.

Compile a structured interview questionnaire. Here are some best tips that are worth checking out.

Have a set of role-specific questions focusing on the job description.
Personalize your questions to match with each candidate based on what you have learned from their CVs.
Make your questions focused and unambiguous.
Vary the style of questions so that you can analyze intangibles such as attitudes and personality.
Incorporate a set of behavioral and situational questions that allows candidates to express themselves in more detail.
For example, What is the toughest project you have handled so far and how well did you handle it? When was the last time you made a mistake and how did you rectify it? Have you made any changes at work, and did they help improve the performance?

Develop an interview scorecard with a rating scale so that you can easily compare interviewees while avoiding any biases.

Assemble the hiring team to have an initial discussion about the interview so that it can run smoothly.

Discuss the structure and the outline of the interview.
Clarify the roles of the panel in the interview process.
Set boundaries as to what questions to ask and what to avoid.
Train them on how to handle the interview and how to rate a candidate in an interview.

Schedule the interview and inform the candidates about the time, venue, and method of contact.

Communicate to the candidate how to prepare for the interview, guidelines to follow, dress code so that they can demonstrate their best at the interview.

Assign a responsible person to answer any queries that the prospects might have about the interview.

Get all materials required for the interview in handy; applicant resumes, interview questionnaire, scorecards, a notebook to take notes, etc.

Assemble the interview panel to the scheduled venue at least 15 minutes before and get ready.

Send meeting invites to all involved

Schedule time with the panel to review the notes taken during the interview.

Assess which candidates stood out the most and discuss why they can be a great addition to your organization.

Discuss everyone’s opinion about which candidate to be hired supported by evaluations.

Make the final decision.

Debrief with your interview panel to see what worked well and what did not and discuss suitable measures to improve the interview process in the future.

Convey the good news to the selected candidate while congratulating him/her.

Notify the other candidates politely that your organization has decided not to proceed with their applications.

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Job Interview Checklist for Employers

Before the interview

During the interview

After the interview