Need help interviewing candidates

[GypsySoul22]

Don't ask what I call "stupid questions" like what color is your favorite and if you could be any animal what would you be...?

I would look at the job description and your organization and try to get people who would fit the bill.

Don't go for the b.s. artists...some people are oily slimebuckets who seem to get in a job and then turn into the worst employees. All that glitters, from the Gucci loafers to the fancy suits...could mean nothing.

Neat and clean is a good sign of a careful worker.

Maybe, maybe, just maybe give that person a chance who is not gorgeous or young or 'savvy' but you think in your gut they will turn out okay.

Good luck.

[whosez]

Here are some questions that I think are tried and true. First establish a minute or two of small talk. Do not appear nervous and do not engage in nervous rambling. For the interviewer, less is more.
1) What do you know about our company? - if they haven't researched your company - don't hire them and keep the interview to about 20 minutes. If they have, you can spend an hour with them
2) Go through their resume. Ask them about each job and why they left it
3) Ask them about their last manager. What did they like about his or her's management style?
4) Ask them to tell you about something that they did in their last job or present job that makes them feel proud.
5) Ask them what they think their manager or last last manager would say about them as an employee?
6) Tell them that even the best employees need improvement and what they think they could have done better in their last job?
7) Ask them what they think they did exceptional in their last job.
8) Ask them what they liked about their last job
9) Ask then what their 3 greatest attributes are
10) Ask them about a particularly stressful situation at work and how they managed it
11) Ask them what they think they can offer in the position that you have open

If they did not research your company, didn't wear appropriate interview attire, had their cell phone on or were late for the interview, keep the interview to 20 minutes and don't hire them.

If they did everything right, consider them a candidate. Ask them if they have any professional references. Everyone should have at least one. If they are right our of school, ask them if a teacher or professor will provide one. Wait to see if they send you a thank you email or note. They should thank you for your time. This is a common courtesy.

[Boardwalk 08755]

Smile and make them feel comfortable. Let them talk, but not ramble. I for one support the use of "hypothetical situations"....it's tells you a lot about their character, ability to work under stress, and how they will function in a team enviornment. Whatever you do, avoid probing personal questions. I actually worked with a guy once who would ask, "Are you married?" and "Do you have kids?" (It's like asking, "How much will my insurance premiums go up if I hire you?") If you are real concerned about availability, you could state that the hours are from x AM to y PM....and ask "Is there anything that would keep you from working these hours for us?" That could cover the whole gammut of reasons without getting too intrusive. It will come in handy later when (if they get hired) and they start to miss meetings and/or deadlines because they have to take junior to soccer, cheer-leading practice, or whatever.

[khitty_kat]

Well, here's something you could check into to help you a bit on that:
Job Map - Career Development and Employment Guide: Interviewing Skills: Asking the right questions to get useful answers

I suggest that you make a little script for yourself so you can stay focused. For every question answered, remember to make little notes or rate the answer from 1-10 so you can easily review them afterwards. It's hard to remember later on how you felt during the first answer your first candidate gave you at the end of the day.

Good luck!