- 1). Define the job. Together with other managers and co-workers, create a list of tasks and responsibilities required of the position, as well as the knowledge, experience and personal traits the individual should possess.
- 2). Create a list of questions in advance, even if you are confident that you will not forget any during the interview. The list can also provide space for you to take notes on responses.
- 3). Ask situational, stress and behavioral questions so you can gauge the candidate's responses. Note his responses, but also include your observations of how he reacted and whether he appeared stressed or confused.
- 4). Set aside enough time for the job candidate to ask questions about the job, company and policies. You'll gain insight into what the job candidate is searching for and his goals.
- 5). Test the job candidate. There are particular skills that managers should have, so making them take a short test is a good way to see if they can handle certain tasks. Include questions about how they would solve particular situations they may encounter on the job, personality questions and their writing abilities.
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