The Interview Process

Screening Interview

In large organizations, interviewing is a two-stage process, although each stage may contain several steps. The two stages are screening and selection. The purpose of screening, or first-cut interviews, is to weed out all applicants except the best qualified.

The screener, usually a human resource professional or third-party recruiter interrogates all comers and asses the survivors to a person who makes the final selection. Screeners determine if you have the minimum qualifications for the position, not if you are the best candidate. Typical subjects for the screening interview include:

• Questions about your job history
• Questions about your salary history and/ or requirements
• Questions about your transferable skills- ability to do the job
• Inquires about inconsistencies on your resume (work history gaps)
• Probes designed to reveal lies in your resume
• Questions to reveal what kind of person you are- Reliable, trustworthy, team-oriented.

Screeners qualify you by validating your experience, education, skills, and track record.

Selection Interview

In the selection interview, sometimes called the decision interview, you meet with the supervisor, department head, or a person with the authority to hire you. Often this interview will be you potential boss, so you’ll be making some judgments too. Selection interviewers are looking for:

• Strong presentation of personality- hour you will bend with other employees, as well as your general likeability and motivation to work.
• Qualifications and skills- how you can do the job better than the other candidates.
• Specific details of your job experience or education- proof that you’ve not only done – or been trained for – a similar job, but now you’ll apply that background to the new job.
• How you handle specific job scenarios- more proof of your superior qualifications.

Assuming that the person conducting the meeting will be your boss or a colleague with whom you have to get along, the selecting interview is where you move from neutral behavior into high gear. This is where you reveal the best of your personality (you’re not holding yourself in, as you were during the screening interview).

Second Interview:

When you’re invited back for a second interview with the same person, the real purpose is a confirmation to be sure that you’re as wonderful as you looked at first glance. You know your talents are appreciated, so slow down on that aggressive self-marketing. Take “yes” for an answer, not for a chance on selling yourself.