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• Employment Resources
• Hiring Process
  • Talent Management System
  • Posting the Vacancy
  • Recruiting
  • Reviewing & Interviewing
  • Reference & Background Checks
  • Extending an Offer
  • Processing Appointments - HREM
  • New Employee Forms/Policies
  • Hiring Minors
  • Hiring Interns and Externs
  • Equal Opportunity Employment
  • Frequently Asked Questions
  • Hiring Forms and Information
• Orienting New Staff
• Employee Relations Issues
• Partnering for Performance
• HR Managers

Interviewing

Interviewing is one of the most important aspects of hiring an employee. While the resume may give a basic outline of an applicant's knowledge, skills and experience, the interview allows you to get more detailed information as to whether this candidate is right for your workgroup. In most cases, an interview pool of five applicants is optimal.

If you require pre-screening interviews for applicants, please contact your HR Representative for more details. Human Resources can also provide clerical/secretarial aptitude and software skills testing.

Documentation

Documenting the interviews you perform is very important, both for legal reasons and to help you compare applicants after all interviews have been completed. The Talent Management System enables you to enter and store your interview notes and conclusions.

With the launch of the Talent Management System, applicants no longer need to complete a separate employment application. The Careers@CarnegieMellon applicant profile includes all of the application information. In addition, the applicant profile includes demographic and affirmative action information. Interview appraisal information is collected online through the Recruiting@CarnegieMellon module.

Behavioral Interviewing

Behavioral interview questions allow you to explore candidates' skills and professional qualities to see how well they measure up with a list of skills, competencies and qualities that may be important for the specific position for which you are hiring. See Behavioral Interviewing (.pdf) for some examples of behavioral interviewing questions.

Interviewing for Management Positions

Hiring people who will be supervising others can be an especially difficult task. They must have the technical expertise required for your group, as well as possess the interpersonal, organizational and communication skills needed to effectively lead others. See Typical Management Competencies (.pdf) for a list of competencies or characteristics that generally lead to good management skills.

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For more information:

• Behavioral Interviewing (.pdf) - for sample interview questions that will get allow you to see candidates skills and qualities
• Typical Management Competencies (.pdf) - for a list of competencies that you may expect to see from managers
• Interview Guidelines (.pdf)

© Carnegie Mellon Human Resources 2004