Strategy for Interviewing Potential
Use these five steps as a guide to interviewing
1. Review and
- Review the candidates application and resume -
note accomplishments, gaps,
- Prepare a variety of questions to ask them (see next
- Greet them when they arrive, smile, shake hands, take
- Break the ice by commenting on the weather, traffic,
- Offer them a drink (water/coffee/tea)
- Consider using their resume to discuss a mutual area
of interest (arts, sports,)
- Lead them to a private office, close the door, say no
to telephone interruptions.
3. Conduct the Interview:
- Explain that youll be taking notes to ensure
accurate record of their information
- Review their volunteer job description to refresh
- Ask to see pertinent info: valid drivers
license, computer diploma, etc.
- Ask a variety of open-ended questions to get the
- Make note of any gaps in information/risk factors*
- Let them know it is all right to pause and think
before answering questions (It isnt always easy recalling incidents
that happened a while ago....)
4. Close the interview:
- Let them ask questions of you. (Helps indicate their
level of interest)
- Tell them you will be checking their references before
making an offer
- Ask them if they are still interested in the position
- Let them know when to expect a call and follow
through on that promise
- Thank them for coming in, shake hands, and lead them
out of the office.
- Review their responses and determine whether or not to
continue screening them. Trust your instincts - make a list of pluses and
minuses if youre not sure.
- List potential concerns, and make sure these are
addressed in reference checks or during a second interview.
- Determine which references to call and what to ask
them. Schedule these ASAP.
*Risk factors/ poor suitability: gaps in history, lots of moves,
applicants location (too far away), choice of references,
inconsistencies, gut feeling, prejudiced remarks, values and beliefs different