Conducting A Job Interview


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By: Jimmy Sweeney

Author of the brand new "Job Interview Secret"





Secrets to Conducting a Job Interview

When you reach the level of your career when you begin conducting a job interview, rather than being interviewed, congratulations. That means that you have assumed greater responsibilities and have the privilege of helping select the people who you work with. When you reach that point, you also discover that conducting the interview is every bit as challenging as being interviewed. Now that you are on the other side of the interview table, it probably becomes clear that the time allotted for an interview is quite short to make the kind of important hiring decision you have to make. Rather than try to extend the interview time, and neglect the important work you have longer, it’s up to you to discover a more efficient way to get the information you need from the candidates.

Human resource professionals who research ways of conducting a job interview have developed a method to do just that, called the behavioral interview method. The premise of the behavioral interview theory is that past behavior predicts future behavior. Consequently, if you are interested in knowing how a candidate might behave in a given situation, simply find out how that candidate has behaved in a similar situation in the past. To effectively use this technique, the most important elements for you to remember are exactly what behavior you are looking for and what kinds of questions would elicit that information in an interview.

More Conducting a Job Interview Strategies

Determining the attributes to seek when conducting a job interview requires that you, or someone in your organization, closely study the position. At the very least, you should have a clear idea of the duties of the position, and what training, experience and attributes would give someone the ability to perform those duties. You should also have a clear idea of the results you need for that employee to achieve. These elements will form the basis of your job interview questions to that candidate. Simply ask that candidate to describe a time that he or she performed those tasks, displayed those characteristics or achieved those results.

Conducting a job interview in this manner requires some specific instructions to the candidate. For one thing, you need to make it clear that you want an account of specific behavior during a specific instance instead of hypothetical behavior or generalized answers. Tell the candidate that you don’t want to hear answers that begin with “I usually” or “I would.” As the candidate answers that question, pay attention to the situation which he or she describes the actions that he or she takes, and the results that he or she achieves. The closer these elements match up to their analogues in the target jobs, the more relevant the candidates experience is to the target job experience. You will know you have found a good match when their answer allows you to visualize the candidate performing the target job competently.





DID YOU KNOW? There's a new "Secret Career Document" you can quickly and easily customize for your next important job interview that literally forces the hiring manager to picture you filling the position. This simple, powerful formula guarantees you'll automatically stand out from the competition and shoot straight to the top of the "must hire" list for any position … any field. This brand new strategy was created by Jimmy Sweeney, one of California's top marketing professionals. To discover Jimmy's breakthrough "secret" go to: Amazing Job Interview Secret






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