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It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support the decisions and recommendations based on the data collected. Once candidates have been ranked for interview performance, relevant experience, skills, and other factors, you can compare their scores to those of other applicants. This scorecard shows the candidates side by side, along with overall ratings to help you decide which candidates will move on to the next part of a hiring process.

Include interviewer names and notes to keep track of each step in making hiring decisions. Interviews will of course vary widely depending on the type of position that a candidate is applying for, the size and type of the business or organization that is hiring, industry standards or requirements, and other factors. Creating templates for a range of positions, from entry-level to management and executive leadership roles, can help to define the core qualifications needed for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the interview process so that interviewers have clear expectations and procedures to follow.

While the content and format of an interview will be shaped by the position, here are some common elements that are typically covered:. Interview questions may also relate to planning and organizational skills, salary expectations, work standards, and the confirmation of or expansion upon information provided in a resume. According to the Equal Employment Opportunity Commission EEOC , discrimination is forbidden from every aspect of employment, including steps in the pre-employment process, such as advertising and recruitment for open positions, application requirements for candidates, and what interview questions are asked.

That means avoiding topics related to gender, race, family status, age, disability, or pregnancy. Interviewers may need training in order to fully understand what types of questions could violate labor laws. A question that is intended to be friendly or personable may actually be interpreted as fishing for information that could be used in a discriminatory manner. Behavioral interview questions focus on how a candidate handled past situations in order to get an idea of how they would perform in the position they are applying for.

The questions are designed to get specific, real-world examples of past behavior in work situations. Due to their focus, they are sometimes called STAR interview questions specific situation, the task required, actions taken, and results.

Behavioral questions may illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time-management skills. The examples that a candidate chooses to share may reveal what they find challenging or difficult. Behavioral questions may also offer opportunities to discover what a candidate has learned from previous challenges.

Here are three examples of behavioral interview questions:. Situational interview questions are similar to behavioral ones, but rather than focusing on past experiences, the interviewer offers a hypothetical scenario and asks the candidate to describe how they would deal with that situation. This can be useful for identifying how someone might handle the responsibilities of a particular job, how they might deal with problem-solving challenges, and their overall level of expertise.

Situational questions might include the following:. Both behavioral and situational questions ask candidates to consider various scenarios, but behavioral questions focus on past experiences, while situational ones look to how something might be handled in the future.

Most interviews include a combination of both approaches, along with general questions related to background and competencies. Using a scorecard to evaluate an interview provides a standardized and efficient method for ranking candidates.

A scorecard can also be a helpful tool for comparing how different interviewers rate the same candidate. Filling out an evaluation scorecard creates documentation to support hiring decisions and protect against claims of bias.

Taking time to train interviewers on how to use evaluation forms and scorecards can also help the interview process go smoothly and encourage accuracy and consistency. Make sure any questions are cleared up before interviewing begins.

Just as businesses need to define their interview objectives and understand how certain questions will help determine a hiring decision, candidates need to prepare for being interviewed.

One of the most important things to keep in mind when answering interview questions is to use specific examples to illustrate your experience and abilities. Here are a few other tips to consider:. Going to job interviews can feel daunting, but advance preparation and practice can help the process go more smoothly.

Read sample interview questions, and enlist a friend to help you practice your answers. Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done.

Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. Try Smartsheet for free, today. In this article. Interview Templates Interview Agenda Template. Covering the Bases: What to Include in an Interview Interviews will of course vary widely depending on the type of position that a candidate is applying for, the size and type of the business or organization that is hiring, industry standards or requirements, and other factors.

Results: Gauging performance needs to be based on actual results, such as career successes, previous accomplishments for a former employer, and lessons learned from both accomplishments and setbacks. Conflict: Getting specific examples of how a candidate has handled conflict in previous work settings may provide a window into their strengths and weaknesses related to interpersonal challenges.

This quality may be especially important for management roles that involve working closely with teams, facilitating communication among groups, and mediating conflicts. Making Decisions: Can the candidate provide examples of effective problem-solving? What types of decisions will they be responsible for on a daily, monthly, or annual basis?

Skills and Competencies: These could range from assessing experience with specific equipment or technology to evaluating soft skills, such as communication, initiative, and leadership. This is another question you can ask to gauge how an applicant's decision-making prowess.

Find out if they quickly made that decision or if they stewed over it for some time. This question lets your applicant show off his creative thinking abilities.

Meticulously track how effective each one is in giving you the information you need to make good hires. Then, continuously refine them, so they become even more effective at doing the job they need to do. Research your applicant a little so you can provide him with tailor-made questions that perfectly reflect his prior work history , interests, and values. This might let you see your future employee in an altogether different light than a formal office setting.

At Hunt Club, we can make every step of the hiring process easier for you. Are you asking unique interview questions?

Or, just the same old, everyday, run-of-the-mill ones? Common interview questions Here's a smattering of the interview questions most employers ask: Tell me about yourself. What are your strengths and weaknesses? Where do you see yourself in half a decade?

Why did you apply for this position? Why are you leaving your current employer? Do you have any questions for me? They might even tune out. Unique interview questions to ask your candidates Ordinary questions are good for ferreting out basic information. A few caveats: Never ask questions that make your interviewee feel uncomfortable Don't ask questions that are inappropriate, discriminatory, or refer to a candidate's protected class information gender, race, age, ethnicity, etc.

Always try to have fun with candidates because humor can relieve jittery nerves The Curveball Question Some jobs require employees to be quick or creative on their feet. Icebreaker Questions Icebreaker questions help a candidate to relax at the beginning of an interview. Here are a few of them: If you could choose one superhuman ability, what would it be? What TV or movie character would you most like to have lunch with? Which one do you love more--felines or canines?

If you were stuck forever on a deserted island and had all the food, water, and shelter you needed, what three personal items would you bring? Which literary character did you always dream of being? If you could visit any country on the planet, where would you go and why?

Name ten uses for a stapler other than its intended use. Do you think zombies should be slow or fast? Describe this job to an extraterrestrial who just landed in Central Park. Other Unique Questions Ideally, you should create your own unique questions that are a perfect reflection of your workplace culture. Here are some to either use as is or as fodder for your creative imagination: Tell me about a time you set a challenging goal for yourself and how you accomplished it.

Then, you'll know how they might act when challenges arise in your company. Describe the work environment that will help you to contribute most effectively. What kind of oversight would your ideal boss provide? What project is your most significant career accomplishment? Talk to me about a period in your life when you had to conquer a significant limitation that stood in the way of you accomplishing a goal. What excites you most about this job?

How would your co-workers describe you? How would your current boss rate the quality of your work? How will your skills contribute to the accomplishment of our company's mission? How are you going to continue to develop your professional skills and knowledge? Pitch my business to me as if you were me, and I was an investor interested in buying the company. Name a professional experience you would never want to go through again.

Is it better to have a job done perfectly, albeit late, or merely good but on time? So really, there's only one right answer to this. In five minutes, can you explain something to me that you know well? Tell me about a time you felt like a miserable failure. Beware the candidate who says he never screws up! Other people to avoid are those who blame others for everything wrong in their life.

What's something you'd be ecstatic about doing every day for the rest of your professional career? What's the most significant decision you made in the past year?