Job Title                                                                                (Name)                                            

                                                                                                (Date of Interview)   (Time)           

·         Outline of job responsibilities and objectives

·         Overview of interview

·         Xxxxxxxxxxxxxx …

Transition Question

1. This question makes the transition from rapport-building and giving basic information to the heart of the interview. (Example: Tell me about your qualifications for this position.)

Basic Questions

1.    These are usually concrete qualifications, often related to licensing, etc. They also include questions about willingness to relocate, travel, work overtime, or work specific shifts or schedules. For the schedule issues, be aware of the potential for religious accommodation.

Allow room for your documentation notes between questions. Use direct quotes for especially important statements, both positive and negative.

2.      1.    xxxxxxxxxxxxx …

  2.  2.    xxxxxxxxxxxxx … 

Resume questions

1.    These questions cover areas that you want to explore based on your review of the resume, like gaps in employment, reasons for leaving, etc.

1.    xxxxxxxxxxxxx …

  2.  2.    xxxxxxxxxxxxx … 

Qualifications questions

1.    These should be behavioral questions for the most part, developed to assess the candidate’s ability to do the job from a skills, talents and experience perspective. You might want to put your questions in descending order of pointy. Don’t forget followup questions and probing!

1.    xxxxxxxxxxxxx …

  2.  2.    xxxxxxxxxxxxx … 

3.       The majority of your questions will be here. You may have a lot!

Motivation questions

1.    This section can explore areas like ability to work with management styles, initiative, need for supervision, etc. These questions should also be behavioral.

1.    xxxxxxxxxxxxx …

  2.  2.    xxxxxxxxxxxxx … 

Fit questions

1.    These explore the ability to work with the “chemistry” of the work group.

1.    xxxxxxxxxxxxx …

  2.  2.    xxxxxxxxxxxxx … 

Closing

·         Remarks to encourage good candidates to join the organization

 ·         This is your opportunity to manage the expectations of the applicant. 

·         You may ask the candidate if there is anything he or she wants to tell you about his or her qualifications that you haven’t explored 

·         Ask if there are any remaining questions the candidate has for you