The interview with each job applicant is a crucial part of the selection process. Describe the job accurately and enthusiastically, but do not oversell it. Describe the purpose and scope of the job by emphasizing the various tasks, skills, knowledge, abilities, physical requirements, safety and working conditions Give specific information on pay, hours, rules, overtime, and employee benefits. Briefly describe the company's history, policies, products, services, and organization. Institutional ads or company mailing pieces can be used for this purpose Keep notes, record facts about the interview immediately Through self-appraisal, the interviewer should make certain that his or her judgment about job applicants is not being swayed by stereotyped or prejudiced ideas about certain groups of people.
Previous employers are the best references.
Do not check a present employer if an applicant asks that it not be done. Give applicants a tour of the setting to show them where they would work if this type of information will help recruit, orient, or train the new employee Introduce applicants to their prospective supervisor and others with whom they would work closely Make hiring decisions as soon as possible. Inform all top ranked applicants of any undue delay in making a final decision. Employers are advised to include all the terms of employment in the initial hiring agreement to reduce employee misunderstandings. The agreement should spell out the specific duties of the job.