The Recruiting Interview 147

• Encourage applicants to ask questions about information you are giving so you know it is being communicated accurately and effectively.

• Do not overload applicants with information. • Organize your information systematically.

Closing the Interview When you are conducting screening interviews at job fairs, conferences, campus career centers, or on site, you are on a fishing expedition to determine the quality of applicants and which interviewees stand above all others. This will help you to determine whether you need to continue seeking quality applicants. Your closing of a screening interview may be similar to the following.

Michelle, I’ve enjoyed talking with you this afternoon (pause to let the applicant talk). We are visiting several campuses along the Atlantic coast to interview for posi- tions at several Darby Electronics facilities. Within the next few weeks, we will invite a number of candidates to our home offices in Baltimore. We will inform you of our decisions within the next ten days. Do you have any final questions for me? (pause to let the applicant talk). If you need to contact me or have any questions, my phone num- bers and e-mail address is on this card. Have a good week.

When you are conducting a determinate interview as a follow-up to the screening process, do not indicate this decision during the interview. Be honest and candid with appli- cants by not signaling the impression, perhaps erroneously, that each is high on your list.

Watch what you do, say, and ask following the formal closing as you walk the applicant to the door, elevator, or parking area or escort the applicant to meet another member of your organization. These informal times may also lead to EEO violations by chatting about families, outside interests, and activities. Avoid any- thing that may adversely affect the relationship you have developed so carefully during the interview.

Follow up on all prospects. You or a representative of your organization should phrase and sign all letters to give them a personal touch. If you have decided to reject an applicant, do not string the person along needlessly or give the person false hope. Let the applicant down gently, but do not try to give explanations for your decision that only raise questions and invite counter-arguments. Strive to maintain positive feelings toward your organization by communicating that you gave each applicant a fair and equal chance of being selected. Sometime in the future you may want to recruit this person again.

Evaluating the Interview

Take minimal notes during the interview to maintain the conversational nature of the interaction. Review your notes and thoughts as soon as possible after the interview closes. Try to build in time between each interview for review while the interview is still fresh in your mind. If you have a written interview schedule of primary and probing questions, leave space between questions so you can write your reactions under each.

The closing must sustain the positive tone of the interview.

Do not discour- age or encour- age applicants needlessly.

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