Description of the steps in preparing for an interview is as follows

The more the interviewer knows about an applicant before hand, the better he will be able to listen for the things he still needs to know. In preparing for the interview, the following sources of information are available

Employment Application: The information on applicant blank should always be thoroughly reviewed before the interview. In particular attention should be given to:

1. The accuracy and reliability of the information. For example the date of birth is checked against, age, age against date of leaving school, date of leaving school against number of years and the date of first employment. Breaks or overlaps of employment dates should also be checked.
2. Number of positions and length of times held, as an indication of stability. This should be evaluated in terms of the applicant’s reason for leaving former position.
3. Nature of experience, in terms if duties performed as related to the duties involved in the position for which he is being considered.
4. The progression of past employment, which may indicate whether the applicant is on the upgrade. Have his responsibilities increased, decreased, or remained constant?
5. Unexplained breaks in the service record which might indicate discharges or period of unemployment, or other information which the applicant might wish to conceal.
6. Educational Background
7. Special schooling, hobbies or awards, which might indicate likes and interests.
8. Why is applicant looking for a new job/work?

Job Description and Job Specifications

The importance of knowing the job requirements of the job to be filled in terms of the necessary employee qualifications and characteristics cannot be over-emphasized. Job specifications provide information needed to identify the important features of the job and significant facts needed for selection and placement. Job information which the interviewer should have in mind at the time of the interview covers items such as equipment used, operations involved, working conditions, physical demands, length and time of training period, salary offered, lines of promotion, etc. This information is vital in selecting right man for the right job.

Personal and Business References

When such references are available before the interview, the interviewer should review the references. If these references have been well verified and accurate information is available from, references, this can be used to advantage during the course of interview, as it can have bearing upon the hiring decision.

Studies have demonstrated that information obtained from references is frequently unreliable. Many former employees at times are either unable or unwilling to put into writing their frank opinions. Since the former employer is not making any decision directly affecting his own operations; he is apt to give something less than full and comprehension report.

Test Scores

Tests can be of great value to the interviewer in obtaining information necessary for his decision. When test scores are available, they should be studied and the interpretation of the test administrator taken into consideration before the interview begins. By test, certain areas of abilities are known, and during the interview, it is not necessary to search for further evidences of such abilities, and instead interviewer can direct efforts in finding out other aspects of skills and abilities that are required in the candidate being considered for the post. Interviewer should also bear in mind that candidate not only possess an ability required but he demonstrates his interest in using such ability during the course of

employment. After all these sources of information have been checked, the interviewer can turn to the essential task if getting more complete picture of the applicant. The interviewer should decide what information the interview should yield. What topics need to be covered? What is most important? What is the general nature of questions which should be asked to obtain the required information? What observations must particularly be made? Planning furnishes a framework which reduces the chances of conducting an interview that is rambling and uncoordinated, but the interview must be flexible enough to adapt to the applicant’s personality and his reactions to the interview.

Mush of the advance preparation will be wasted unless the interviewer gives sufficient time to each interviewee. It is particularly important to the applicant that the interview not be rushed.

It is obvious that the treatment given to the applicant before he meets the interviewer is highly important. Dingy surroundings, poor manners on the part of the receptionist or interview coordinators, and delays in starting the interview will all contribute to produce the opposite of the good feeling the interviewer hopes to create.