Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright

Exercise 14

Interviewing Job Candidates Effectively
Interviewing job candidates is time consuming, and unfortunately, many companies waste that time with highly subjective, unplanned interviews that fail to reveal much relevant information. Here are some ideas for making the most of the interview process:
• Plan questions ahead of time, based on a job analysis. Be sure the questions are related to the competencies and behaviors related to successful performance of the job. To keep interviews to a reasonable length, prepare about four to six questions for a half-hour interview or eight to 12 questions for a one-hour interview.
• Ask the same specific questions in every interview to fill a given position. If the interview questions are consistent, candidates' responses will be easier to compare.
• Although every interview should cover the same questions, be flexible enough to gather complete and accurate information. If a candidate's response is unclear or incomplete, ask followup questions.
• Ask candidates to provide specific examples of job-related activities and accomplishments, rather than generalize. For example, "Tell me about a time when you handled a customer who was upset" will yield better information than "Tell me more about your current job."
• Take notes during the interview. Not only does it provide information for later review, but it sets a professional tone and shows the candidate that you are paying attention.
• Avoid distractions and interruptions. Phone calls can wait until after the interview. Interviewers should demonstrate the same respect they expect to receive from job candidates.
Your friend suggests that the easiest approach to your task would be to simply say, "Tell me about yourself" and then ask, "Why should we hire you " and let the candidates do the rest. How would you improve on this idea