It is important to set goals and clearly identify what needs to be accomplished during the interview process.  First, the interviewer should attempt to accurately measure whether the candidae has the skills, education and technical experience to perform the job.  Second, it is important to sell the positive features of the job and the organization.  Third, to help the candidate make an appropriate choice, it is necessary to provide a balanced view of the challenges and the rewards of the job.  To manage the interview with any degree of success, the interviewer needs to accomplish all of these goals.

 

The interviewer must also devote adequate time during the interview measuirng the candidate's ability to do the job and avoid misleading messages.  If there is a plan for the candidate to interview with several members of the team, it is importnat to avoid redundant interviews.  Hearing the same messages and answering similar generic questions in each interivew is a waste of everyone's time.

 

Finally, it is imperative that the interviewer develop a scoring mechanism.  The candidate's answers to the questions asked need to be rated.  Did the candidate provide the types of answers that deserve a high or low score?  It is important to remember that the behavioral interview is just one tool that should be used to determine a candidate's ability and willingness to perform the job.   If the interviewer cannot adequately rate the candidate's answers, the value of the interview decreases significantly.