Table of Contents >
Chapter 10. Hiring and Training Key Staff of Community Organi... >
Section 4. Interviewing for Positions >
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| Contributed by Phil Rabinowitz Edited by Bill Berkowitz and Kate Nagy |
Checklist
Here, you'll find a checklist summarizing the major points contained in the text.
You understand why the interview process needs to be considered carefully:
___The interview will be, for most applicants, their first face-to-face exposure to the organization.
___The interview often sets the tone for what the job itself will be like.
___The form of the interview will have a great deal to do with what you actually find out about the applicants.
Before the interview:
___You have chosen interviewers.
___You have decided how many people to interview.
___You have decided how many levels of interviewing you plan to do.
___You have decided how long each interview will be.
___You have decided what questions you will ask of all candidates.
___You know what questions you should not ask.
___You have chosen applicants to interview.
___You know how you will schedule the interviews.
___You have worked to establish a comfortable atmosphere.
___You have decided how you will rate applicants' interview performance.
___You have decided who will do what in each interview.
___You have decided what information you will give to all candidates.
___You have decided if there will be any other aspect to the interview besides conversation.
After the interview:
___You have checked references.
___Call your first choice and offer her the position.
___After a candidate accepts, call other interviewees and tell them the position has been offered to someone else.
___Send an individually-addressed form letter out to those who applied but weren't interviewed, explaining the position has been filled.
___Send a letter to the person who took the job stating the terms of employment and (possibly) a contract to sign.